here to view the Executive Summary - Ohio University

Structure
Six of the 24 responses to Question 37 (25%) indicated that there were structural
improvements needed. Two of the responses said that the schedule of the Performance
Management Plan needed to be changed; “The schedule for the process is completely off!
FINAL should be due by March and midyear in Sept or Oct.,” and, “Prefer one initial
goal setting, then review at the end of year,” were their comments. Two responses
suggested categorical changes to eliminate the competency section and to weight each
section individually, rather than giving each section the same weight. Another response
was concerned with the supervisor being present while the supervisee fills out the
Supervisor Feedback Form.
Supervisor Follow-Through
About 21% of the responses indicated that improvements in supervisor’s roles in the
program needed to be addressed. Respondents in this category suggested supervisors are
not implementing the Performance Management Plan and should be held accountable for
this. Respondents said, “It needs to be done by all supervisors,” “SUPERVISORS
MUST BE HELD ACCOUNTABLE BY SOMEONE FOR NOT DOING THIS…TOO
EASY TO IGNORE WITH EVERYTHING ELSE THAT HAS TO GET DONE,” and,
“There should be consequences when it is not implemented by supervisors.”
Supervisor Issues
About 17% of the responses to Question 37 regarded supervising issues. Two of these
responses commented on management following their own rules, one of which stated that
the head of the department told the respondent “…we will not be participating in the IT
Performance Management until 2003.” One response stated, “Don’t let academics or
non-IT people supervise IT personnel. Find a way to encourage chairs to be objective,
non-biased toward fellow academics.” Another indicated that the management is the
only beneficiary of the Performance Management Plan, stating, “Currently, there seems
to be no benefit to the employee, only to management. Viewed as top-down only, and
only serves as a dangerous exercise for the employee.”
142