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• Difficult to set different goals on positions where duties are routine. 182
Appendix D Responses to Information Technology open-ended question and additional comments written. Question 15: What opportunities, if any, did this part of the program create? • To allow objective criteria to compare our team’s work load, professionalism, & performance with other teams. • It provided a chance to focus on specific projects. • N/A • None yet. The process is new and we’re too busy to do much with these tools. But we have used on informal method for similar purposes with good success. • None • It created no more opportunity than I already would have had. • None • Discussion of long team goals Question 16: What changes do you suggest be made to the planning stage of the Performance Management Process? • Make sure all supervisors carry out the process. • None • Do away with this • Some areas are not completing the forms or the process—This is not a high priority and it should be. • N/A • Make it simpler! Don’t make it so beureacratic! • More role reversal (employee reciprocates with suggestions for management) greater efforts to insure anonymity for PM3 more assistance setting goals to align with dept. (group work, collaboration) • Delete • Get rid of the competency section. It seems pretty useless so far. It’s too vague. • Don’t let academics or non-IT people supervise IT personnel. Question 23: What suggestions do you have to improve this stage of the program? • Meet with my supervisor in the first place! • ACCOUNTABILITY FOR SUPERVISORS NOT FOLLOWING THROUGH WITH THIS PROGRAM. 183
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Executive Summary In the fall of 20
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Contents Executive Summary………
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Methods The Institute for Communica
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Survey Sent Gross Returned Gross Re
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Performance Planning Question 2: Ho
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Performance Planning Question 4: Wa
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Performance Planning Question 10: D
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Performance Planning Question 12: H
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Performance Planning Question 14: T
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work,” and “More confusion.”
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Performance Planning Question 16: W
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espondents include, “Cancel it al
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Ongoing Coaching and Feedback Quest
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nearly 7% of the responses to this
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Miscellaneous This category account
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Effectiveness Approximately 7% of t
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general need for more training, and
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Communication The Communication cat
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Benefits and Areas for Improvement
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The respondents stated issues such
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Miscellaneous Approximately 10% of
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Demographics Question 31: What is y
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Demographics Question 33: At which
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Demographics Question 35: Using the
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Performance Planning Question 1: Di
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“forgot.” Another response was,
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Performance Planning Question 3: In
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Performance Planning Question 7: On
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Coaching and Feedback Question 9: T
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Midyear Review - IT Supervisors Onl
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Midyear Review - IT Supervisors Onl
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Yearend Review - IT Supervisors Onl
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The Performance Management Process
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Restructure Program Eight of the 36
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Demographics Question 22: What is y
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Demographics Question 24: At which
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Demographics Question 26: Which bes
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Demographics Question 28: Whom do y
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Demographics Question 30: Using the
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Performance Planning Question 1: Di
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Performance Planning Question 3: Th
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Performance Planning Question 5: To
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Performance Planning Question 9: To
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Performance Planning Question 11: D
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Performance Planning Question 13: H
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Midyear Review Question 26: Did you
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Midyear Review Question 28: How sat
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Page 143 and 144: Pay The final category, Pay, accoun
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Page 147 and 148: Demographics Question 40: What is y
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Page 165 and 166: • None • Better rapport o my su
Page 167 and 168: • All of the above • MBA • I
Page 169 and 170: • Inproved communication with you
Page 171 and 172: • Basically setting the goals hig
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Page 175 and 176: • Time • Supervisor support/inv
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Page 179 and 180: • I went through the training and
Page 181: • Reduce paperwork involved. Prov
Page 185 and 186: • Keeping current with software &
Page 187 and 188: Question 38:What else do you need i
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