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This document outlines the staff performance management process, focusing on setting goals, aligning with university values, and improving overall performance. Key components include creating SMART goals, reducing minimum performance and developmental goals, and ensuring alignment with strategic themes. The timeline for implementation spans from September to July, with significant changes in evaluation criteria in the final steps. Emphasizing "one university," this plan supports collaboration, integrity, and innovation to foster a culture of excellence across the institution.
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agendawhytimeline what’s different key components of step 1 creating goals overall process questions
jaws of culture more effective culture university values more out Excellence Collaboration Integrity Openness many in positive results strategic goals • “one university” • focus on research • students first • faculty success • commit to communities • simplify systems and structure Trust Diversity Change/Innovation Simplicity Compassion/Empathy Leadership
timelinestep 1 September 28step 2 December 21 step 3 March 29 step 4 July 2
what’s different • step 1 • goals link to position and/or strategy • minimum performance goals reduced • minimum developmental goals reduced • supervisors can expect more, and staff can request more
what’s different • step 2 and 3 • no significant changes • original documents are sent to HR, 305THO • copies maintained by employee and supervisor
what’s different • step 4 • significant changes • rating for punctuality limited to meets expectations, or 2. • number of criteria reduced and combined • criteria made more concise • criteria overlap reduced
key components of step 1 university goals – how do these relate to OSUL? OSUL themes – how do these relate to your position? values – how do these relate to you? review overall process – steps 1 – 4 define major position responsibilities establish expectations relate university values to the position/performance review rating definitions and guidelines
key components of step 1 • establish at least two performance goals • establish at least one developmental goal • assure alignment with strategic themes/position responsibilities • establishing SMART goals • Specific – focus on specific results that are easily identified when they are achieved and when they are not • Measurable – include times, quality, quantity oriented • Action-Oriented – make it challenging • Realistic – assure that it’s attainable • Time-Bound – provide deadline or timeline
overall process open two-way communication
