staff performance management

agenda why timeline what’s different key components of step 1 creating goals overall process questions

Excellence Collaboration Integrity Openness Trust Diversity Change/Innovation Simplicity Compassion/Empathy Leadership positive results more out many in strategic goals more effective culture  “one university”  focus on research  students first  faculty success  commit to communities  simplify systems and structure university values jaws of culture

excellence to eminence

timeline step 1 September 28 step 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 S pecific – focus on specific results that are easily identified when they are achieved and when they are not M easurable – include times, quality, quantity oriented A ction-Oriented – make it challenging R ealistic – assure that it’s attainable T ime-Bound – provide deadline or timeline

step 1 - planning and goal setting ongoing - communicate clear performance expectations steps 2 and 3 - coaching and feedback step 4 - performance evaluation open two-way communication overall process

LA 1 SMART goal samples GoalImprove student assistant attendance Resources and Action Steps partner with HR or other supervisors to identify best practices by October 2012 set routine meetings with each student by November 2012 discuss impact on unit review call in procedures review consequences provide ongoing attendance feedback through June 2013 take corrective steps at 3 occurrences, consult HR when appropriate/necessary Desired Results reduce student call-offs by XX% Link to Libraries’ strategic themes and/or major position responsibilities. major position responsibilities libraries strategic themes – services and Infrastructure Complete By June 14, 2013

LA 1 SMART goal samples GoalImprove student performance Resources and Action Steps identify in coaching and feedback training options by November 1, 2012 participate in coaching and feedback training options by January 2, 2013 set routine meetings with each student January 2013 implement ongoing coaching and feedback sessions February 2013 Desired Results reduce errors by XX% increase customer satisfaction by XX% Link to Libraries’ strategic themes and/or major position responsibilities. major position responsibilities libraries strategic themes – Service and Infrastructure Complete By June 14, 2013

LA 2 SMART goal samples GoalPlan usage of available display cases for exhibits Resources and Action Steps work with other OSUL staff to identify potential topics by November 2012 plan semester display timeline by December 1, 2012 work with appropriate unit/staff to obtain display materials by December 2012 for spring semester displays work with communications for signage and advertising by December 20, 2012 set up displays by January 2, 2013 Desired Results provide ongoing displays and information postings to OSUL constituents Link to Libraries’ strategic themes and/or major position responsibilities. collections, library as intellectual crossroads, major position responsibilities Complete By By January 2013 and ongoing

LA 2 SMART goal samples GoalDocument and revise e-book and web ordering section of the procedures manual Resources and Action Steps review current section by November 2012 identify and consult with experts by December 2012 draft and route revisions to experts by February 2013 make appropriate edits by March 2013 print and store updated version by April 2013 Desired Results Provide up-to-date resources for new employees Provide reference materials for existing employees Link to Libraries’ strategic themes and/or major position responsibilities. services infrastructure major position responsibilities Complete By April 2013

HR Generalist SMART goal samples Goal Assure that OSUL provides proper documentation and procedures for appointing interns, practicum students and volunteers Resources and Action Steps gather pertinent information from across U, November 2012 Interview OSUL constituents re: interns, practicum students, volunteers, January 2013 draft materials for review by OHR and legal, February 2013 edit materials, March 2013 create intranet page – post materials, April 2013 Desired Results All OSUL constituents understand and utilize process for interns, practicum students and volunteers Link to Libraries’ strategic themes and/or major position responsibilities. Infrastructure Major Position Responsibilities Complete By April 2013

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