Revised Administrative Effectiveness Processes Update on Revised Administrative Effectiveness Processes

Objectives: Continue to advance an ongoing culture of administrative excellence. Establish an additional mechanism to recognize and celebrate areas of administrative achievement. Provide feedback on areas of opportunity. Support and enable future success.

Key Elements Of Redesigned Process Integrated with MPP performance evaluation process. Aligned with MPP merit salary increases. Engagement and investment by MPP being reviewed, their supervisor/manager, and the VPs. Electronic performance management system facilitating feedback. Scalable. Two-phase approach currently envisioned: Phase One: All VPs, AVPs, Deans & Associate Deans Phase Two: All MPPs All Campuses (including DH) comply with Title 5 Requirements: All MPPs must be evaluated at least once year as part of the annual evaluation process.

Anticipated Review Schedule Initial review during third or fourth year in position. Subsequent reviews every fifth year thereafter. Only three VPs, AVPs, Deans and Associate Deans have been in their current position for four years or more.

FYI: What Do Other CSU Campuses Do? Three campuses engage in some method of obtaining feedback from campus community/peers: Maritime Academy – HR Talent Pro software used to gather feedback for President’s direct reports. San Bernardino – Qualtrics 360 software used to gather feedback for all MPPs. San Marcos – Paper process used to gather feedback.

 April  May  June MPPs participating in current year administrative review process confirmed.   Invitation to suggest reviewers to VPs sent to MPPs receiving administrative review, supervisors, and the Academic Senate. VPs finalize reviewer selection. -- MPP performance evaluation process instructions sent to MPPs. MPP Performance evaluation workshops. Invitation to provide administrative review input sent to reviewers selected by VPs. Administrative review feedback submitted online by reviewers by designated date. MPP self-evaluation and future year goals input submitted online by designated date. MPP performance evaluations and based on administrative review feedback (if applicable), MPP self-evaluation input, and supervisor experience and observations completed and submitted to the VPs. VP and President Meetings to discuss evaluations and administrative review feedback of all division MPPs. Supervisor and MPP meetings to discuss approved performance evaluations and administrative review feedback (if applicable). MPP merit salary increase recommendations sent by VPs to President based on MPP evaluations and administrative review feedback (if applicable).     Annual Timeline: MPP Performance Evaluations, Administrative Reviews & Merit Salary Increases

Next Steps Complete review of online performance management tools & select and purchase product. Target date: March 10 Complete initial customization of online tool and draft framework for administrative reviews. Target date: March 17 Obtain feedback on online tool and administrative review framework and modify as necessary. Target date: March 27 Finalize first-year implementation plan. Target date: March 31 Launch first-year process: Target date: April 3 Revise PM to reflect new approach. Target date: June 30