here to view the Executive Summary - Ohio University

• Reduce paperwork involved. Provide merit funding beyond raise pool
funding to better tie performance management to compensation.
• Time spent in training for exceeded what was necessary. Language and
complexity of forms make the steps of the process unwieldy. Simplify!
Just get on with it!
• Once I took the training I heard nothing else in regards to where we would
proceed with it.
• [Unreadable writing] then redesign.
• Do away with.
• Follow up activities.
• The program was “rolled-out” to classified staff as being a merit based pay
program yet it isn’t moving to merit based pay. Be more consistent in
what the plan will do through PR and training sessions.
• This program needs to be dumped. To much with little true benefit no one
I have talked to likes it or believes in it. To much involvement and little
true benefit. Much to complex.
• I had a good open relationship with my supervisees before this effort.
• Staff members don’t feel it is worthwhile.
• Too much paperwork without any benefits. It seems to have the saw
outcome that the previous evaluation system did but 3 times the amount of
work until raises are linked this is worthless.
• See attached sheet.
• If this is to work, we need local training, feedback to supervisors, etc…
• Take it back to the drawing board.
• I think we are too mew to if I know all the benefits yet.
• See above and I have worked here over 15 years and I have never been
involved in a supervisory evaluation. Hopefully, this will soon change.
• Why? No one does anything about it.
• Takes way too much of my time- as well as employees. I can’t imagine
those having 10-15 or 20 employees!
• Employees who were already motivated have not increased their
motivation through this process; likewise, employees who were not
motivated, do not seem to have increased their motivation as a result of the
process.
• Provide examples-case studies-attributing successful situations and
problems.
• There should be training sessions for goal setting several times per week at
least long enough to provide assistance to those who need it
• Improve with having less paper work
• There are too many forms with too many questions. There needs to be
more emphasis on the process and less on the paper and questions
• If this is not tied to salaries
• Aligning pay (rewards) with a merit system.
• I apparently thought the benefits would be too few since I haven’t
followed the program yet.
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