Epdp performance development assessment
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ePDP Performance Development Assessment. Why Performance Assessments?. To assist the employee in better understanding what is expected of him/her and how he/she is measuring up to those expectations.

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ePDP Performance Development Assessment

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Epdp performance development assessment

ePDPPerformance Development Assessment


Why performance assessments

Why Performance Assessments?

  • To assist the employee in better understanding what is expected of him/her and how he/she is measuring up to those expectations.

  • Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis.


Epdp 2 0 agenda

ePDP 2.0 Agenda

  • Annual Plan

  • Job responsibilities

  • Goals

  • Competencies

  • Professional Development Plan

  • Lets see it!


What is the annual plan

What is the Annual Plan?

  • Forward looking to the academic year

  • Identify job responsibilities, goals

  • Reminder of University competencies

  • Creates a clear understanding between the supervisor and employee regarding performance requirements


Epdp 2 0

ePDP 2.0

  • Job Responsibilities

  • Goals

  • University Competencies

  • Professional Development


Job responsibilities

JOB RESPONSIBILITIES


What are they

What are they ?

  • The state, quality, or fact of being responsible.

  • Something for which one is responsible; a duty, an obligation, or a burden.

  • Responsibilities are not unique to a given year, they are ongoing.

  • A responsibility may previously have been a goal.


Executive administrative professional staff

Executive Administrative Professional Staff

  • Typically listed in job descriptions or position descriptions.

  • Job descriptions are created from job responsibilities listed in ePDP.

  • EAP Staff should have clear idea and understanding with Supervisor of responsibilities.

  • Previous year’s Annual Plan.


Clerical office technical staff

Clerical Office & Technical Staff

  • Identified in job descriptions.

  • No need to include each job duty.

  • With Supervisor input, Staff should have clear idea and understanding of responsibilities.

  • Previous year’s Annual Plan.


Examples

Examples

  • Assemble, mail or deliver supplier/brochures/publications in response to campus departmental requests.

  • Manage processing, placement and tracking of temporary staff.

  • Advise students at front counter during assigned drop-in hours and in individual and group appointments.


Examples1

Examples

  • Receive and process web based telecommunications work orders.

  • Operate and support the Management Information System to report and analyze detailed client data and program accomplishments.

  • Proofread and correct materials; edits grammatical errors.

  • Perform receptionist duties such as receiving visitors, answering the telephone, taking messages.


Goals

GOALS


What is it

What is it?

  • The purpose toward which an endeavor is directed; an objective.

  • Goals are unique objectives that you strive to accomplish in a given year.

  • Sports:The finish line of a race. A specified structure or zone into or over which players endeavor to advance a ball or puck.

  • Personal: New Year’s Resolution.


Smart performance goals

SMART: Performance Goals

  • Specific and satisfy a need.

  • Measurable – How will you know the goal is attained? Results oriented.

  • Achievable/Attainable- Likely future orientated. Stretch but reasonable

  • Relevant/Realistic– May include risk and flexibility; Resources needed? Are their obstacles?

  • Tangible – Experience it with one of the senses.


Some ideas

Some ideas

  • New event.

  • Building construction.

  • Department moves.

  • University initiative.

  • Department, unit and college goals.

  • Software implementation or updates.


Other factors to consider

Other factors to consider

  • All flow to GVSU Strategic Plan

    www.gvsu.edu/strategicplanning/home-11.htm

  • Support Departmental goals vision and mission

  • Discuss and create with Supervisor.

    Annual Planning Stage

  • On going discussion after goal is set:

    How will it be measured?

    How will it be achieved / What will it look like?

  • Who will be involved?


Examples2

Examples

  • Complete the amortization schedule for all major equipment by (date) .

  • Prior to (date) gather and codify the GVSU policies and practices that apply to the purchase and maintenance of equipment and contracts.

  • Prepare an online Syllabus of Records repository by (date). Collaborate with Institutional Marketing and Records.


Examples3

Examples

  • Become more proficient in ITunes in order to be more helpful with podcasts, voice memos, etc.

  • Assist in managing and facilitating communication of the Alumni Champions volunteers.

  • Evaluate new opportunities for the Office Macintosh environment. Areas to investigate are: inventory, app delivery and remote control.


Competencies

COMPETENCIES


What is it1

What is it?

  • Identified behaviors, knowledge, skills, and abilities

  • Directly and positively impact the success of employees and organizations

  • Critical to success of organization

  • Can be improved through attention and coaching


University competencies

`UNIVERSITY COMPETENCIES

  • University Values

  • Quality of Work

  • Customer Service

  • Initiative

  • Communication

  • Interpersonal Effectiveness

  • Leadership

  • Intercultural Understanding and Awareness


Professional development plans

PROFESSIONAL DEVELOPMENT PLANS


What is it2

What is it?

  • Skills and knowledge to attain for both career development.

  • Includes all types of facilitated learning opportunities, ranging from college degrees to formal coursework, conferences and informal learning opportunities.

  • Could include consultation, coaching, communities of practice, lesson study, mentoring, reflective supervision and technical assistance


Who is it

Who is it ?

  • Staff: responsible for career advancement

  • Supervisors: development needs in current position

  • Development is joint responsibility of staff and supervisors


What to consider

What to consider

  • Improve existing skills

  • Develop new skills for continued effectiveness

  • Broaden knowledge

  • Improve a deficient area

  • Not rated by supervisor but comments will be made


Examples4

Examples

  • Complete a college level course on (topic)by (date).

  • This semester attend a program on Social Media and present to department on how to enhance recruitment.

  • Connect with other leaders, on and off campus, who work in my field and get best practice ideas for GVSU.


Examples5

Examples

  • Attend (conference title)or seminars relating to interpersonal skills.

  • Attend classes on Banner to increase my efficiency.

  • Improve my ability to lead work groups or teams.

  • Continue to build new professional contacts both inside and outside of GVSU.


Epdp lets look

ePDP- Lets look !!


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