here to view the Executive Summary - Ohio University

• At this time I feel it is to early to suggest changes based on such a small
demographic and actual usage of that form. It effectiveness initially seems
solid and well constructed.
• Performance pay
• I feel it is very confusing
• Do away it too time consuming
• Drop the goal setting. It’s pointless-much of what I do can not be
measured by conventional means.
• More details as to what is expected from the employee during the meeting.
What should the employee bring to the meeting
• None
• none at this time
• NONE
• N/A
• Make sure all supervisors are participating. (I believe my supervisor was
the only participant in the department.)
• N/A
• None
• Teach supervisor how to plan achievable goals
• Hold supervisors accountable, and give them a better understanding of
why the PM program is important to the employee, the department, they
themselves, and to the mission of the University.
• Do away with the Performance Mgt. Process
• Don’t feel suggestions would be acted on.
• Drop it!
• Bosses should take the initiative
Question 23: What suggestions do you have to improve this stage of the program?
• Commitment from supervisions and upper management to mandate this
process for all.
• Too much paper work for supervisors.
• My supervisor has yet to schedule a meeting
• Luckily I have a supervisor that offers on-going coaching and feedback
even though we have not officially met for this session
• Less forms to complete. Evaluation forms were effective as originally
designed-less time involved and still effective.
• Have an excellent supervisor with an open door policy. We do not
schedule the time-do as needed.
• Have never heard of performance management plan.
• I have had no meeting with my supervisor regarding the new performance
plan. Why is this not mandatory for supervisors?
• Who has time for this?
• You can bring a horse to water but you can’t make him drink
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