Performance Management Update

Transcription

1 Performance Management Update Presented By: Wednesday, September 2, 2015 Lynda Anderson-Casey Director Employment Services and Professional Development & Retention Human Resources Department

2 Performance Management Review Committee Business Office Jan Ellis Director Information Technology Bart Prickett Director Student Academic Success Lisa Carpenter - Analyst Human Resources Richard James Program Coordinator Wanda Demons Business Partner Lynda Anderson-Casey Director Police Department Tracy Anderson Police Officer - Sergeant Physical Plant Stephen Sharron Building Services Off Campus Yaizmen Fayne Coordinator Working Group Library Angel Gondek - Supervisor Financial Aid Nome Stillwell Program Coordinator Institutional Effectiveness Tonja Morgan Project Manager Records & Registration Kathleen Frank - Specialist 13 Career Services Amanda Jennings Program Coordinator IT Support Center Douglas Rellick Program Coordinator Rhonda Gurio - Supervisor Library Julie Zaveloff Librarian Bruce Massis - Director Legal Department Karen Fabritius - Specialist 18 Delaware Campus Enrollment Services Ellen Neutzling Advisor Office of Academic Affairs Joanna Villanueva-Antjas Office Associate Admissions Vanessa Kumar - Supervisor Transitional Workforce Douglas House - Director Telephone Information Center Kimberly Hatchet - Supervisor Delaware Campus Administration Patricia Fabrisi - Director Bookstore Sandra Zeller - Buyer Business and Campus Services Tina Davis - Coordinator Business Management Carmen Daniels - Chairperson Dean s Office Bus & Eng. Tech. Angelo Frole - Dean Counseling Services Ameena Kemavor - Director 2 College Testing Services Michelle Teasley-Parks

3 Introducing What is not Changing: Goal Categories Key Responsibilities Operational Professional Development Service Review Weighting Category Weight Key Responsibilities 20% Operational 20% Competencies 40% Professional Development 10% Service 10% What is Changing: Online Tool (Cornerstone) Same Tool for All Non-Faculty (Including PT) Revised Competency Model Core Competencies Apply to All Non- Faculty Rating Scale Continuous Feedback Model Review Cycle Timing Required Sign-Offs 3

4 Online Tool Benefits Goal Progress Tracking Attachments and Comments Automatic Approval Routing Kudos (Cougar Paws) Online Employee Bios/Resumes Searchable Skills Database (HR) Robust Reporting Visible Hierarchy 4

5 PERFORMS Competencies for Staff (7) Adaptability Maintaining effectiveness when experiencing major changes in work tasks or the work environment Adjusting effectively to work within new work structures, processes, requirements or cultures Contributing to Team Success Actively participating as a member of a team to move the team towards the completion of goals Continuous Improvement Making customers and their needs a primary focus of one s actions Developing and sustaining productive customers Planning and Organizing Establishing courses of action for self and others to ensure that work is completed efficiently Functional Job Knowledge Understands and is able to achieve basic goals, standards and expectations for the position Managing Conflict Dealing effectively with others in an antagonistic situation; using appropriate interpersonal styles and methods to reduce tension and conflict between two or more people Decision Making Identifies and understands issues, problems and opportunities Uses effective approaches for choosing a course of action or developing appropriate solutions Uses effective approaches for choosing a course of action or developing appropriate solutions Takes actions that are consistent with available facts, constraints and probable consequences 5

6 PERFORMS Competencies for Managers (8) Contributing to Department/Division Success Facilitates goal accomplishments Involves others Informs others on department/ division team Models commitment Decision Making Identifies issues, problems, and opportunities Interprets information Commits to action Involves others Managing Conflict Views conflict as an opportunity Clarifies the current situation Stays focused on resolution Develops others' and own ideas Initiates action Planning and Organizing Prioritizes Determines tasks and resources Schedules Leverages resources Stays focused Leadership Disposition Engages people Drives toward success Sustains positive outlook Shows discipline Learning agility Aligning Performance for Success Sets performance goals Establishes approach and development plans Creates a learning environment Tracks performance Evaluates performance Delegating Responsibility Shares appropriate responsibilities Defines parameters Provides support without removing responsibility Stays informed Building Partnership Identifies partnership needs Explores partnership opportunities Formulates action plans Prioritizes organizational goals 6

7 New Competencies for ALL Employees (5) Professionalism Leads by demonstrating skill, good judgment, integrity and trustworthy behavior Contributes to creating a healthy and positive work environment Works to achieve quality results within one s area of responsibility while striving for excellence Managing Work Effectively organizes and carries out work processes to achieve individual and organizational goals Sets priorities and makes appropriate decisions to complete assigned tasks and solve problems efficiently Carefully and thoughtfully practice stewardship of public resources Continuous Improvement Identifies and understands issues, challenges and learning opportunities in self, department, or College Supports innovations in departmental and/or College continuous improvement initiatives Adapts to new work structures, processes, requirements or cultures Customer/Student Focus Makes internal and external stakeholders needs a primary focus to facilitate student success Responds in a timely and appropriate manner Takes ownership in addressing the needs of customers and students using effective approaches or developing appropriate solutions Collaboration Actively participates as a member of a team to move the team towards the completion of shared goals Engages colleagues through sharing information with direct reports, other coworkers or stakeholders Establishes and maintains collegiality and cooperative working relationships with internal and external partners 7

8 PLUS Added Competencies for Managers (5+2=7) Managing People Sets clear expectations, gives active and concrete assistance and instructions, and provides effective and timely feedback/coaching Demonstrates fairness and deals firmly, swiftly and appropriately with performance problems or conflict situations Encourages, supports and celebrates achievements Challenges, develops, enables and allows the contributions and growth of team members Listens to, builds consensus, inspires a shared vision and motivates action in others within an inclusive environment Delegates work and allocates decision making authority and/or task responsibility to appropriate others to maximize the organization s and individual s effectiveness Leadership Keeps current on local, national and international trends (including technology) and shares knowledge Anticipates and makes plans for future organizational change Makes solid business decisions, takes appropriate risks, sets achievable goals and is accountable for financial impact/stewardship Performs under pressure, recovers well from mistakes, accepts appropriate responsibility Sets a genuine example, follows through on commitments made and listens to diverse points of view Builds trust and creates a safe space for conversations Staff Managers Competencies 8

9 New Universal Rating Scale Existing (DE) Does Not Meet (PE) Partially Meets (ME) Meets Expectations New Not Applicable / Too New Unsatisfactory Needs Development Accomplished (EE) Exceeds Expectations Exemplary 9

10 Cornerstone Performance Management Pilot Group Dean s Office, Health & Human Services Rosemary Mayberry Admin. Assistant Thomas Habegger Dean Regional Learning Center Timothy M. Davis Coordinator Jeff Akers Supervisor Information Technology Harry Lloyd Specialist Stefan Armintrout Specialist Todd Finney Technician Micah Jenkins Technician Casey Immel-Brown Technician Betty Richardson Technician Mark Boll Technician Nina Ewing Program Coordinator Monalisa Mawalkar Supervisor Terry Rockwell Supervisor Bart Prickett Director Etienne Martin Director Cashiers & Student Accounting Kyle Kelly Cashier Mollie Newsome Cashier Jaclyn Smith Senior Cashier Rachel Steiner Cashier Annetta Keller Supervisor Jan Ellis Director 10 Human Resources Sarah Skeen System Specialist Wanda Demons Business Partner Edwynna Freeman Business Partner Julie Vanwynsberghe Business Partner Richard James Program Coordinator Barbara Allen Program Coordinator Missy Graham Program Coordinator Tracy La Mar-Nickoli - Supervisor Richard Hatcher Assistant Director Lori Thomas Assistant Director Lynda Anderson-Casey Director Kim Hall VP & General Counsel 28 Employees Reviewed 34 Participants

11 New Review Cycle Timing We are Here! 11 College wide percentage increase and/or one time comp. applied if applicable Merit percentage increase and/or performs bonus paid out if applicable

12 Next Steps Check out the cscc.edu/myplan Fill out your online employee profile Training details to follow * An open comment period on the new process is available through September 16 th. If you have feedback, please it to cornerstoneperform@cscc.edu. 12