here to view the Executive Summary - Ohio University

Remodeling
Twenty-five percent of the responses indicated that the planning stage of the Performance
Management Plan should be remodeled. This category includes respondents who felt that
forms should be simplified and changed in order to address time concerns with the
planning stage. Some respondents in this category felt that the planning stage is too
confusing. This category also includes those who felt that the planning stage should be
more personalized for each particular department. One respondent said, “Make it less
disruptive, unclear, and time-consuming.”
Supervisor Concerns
This category accounts for 25% of the responses. Respondents in this category felt that
supervisors have a lack of knowledge about the planning stage of the Performance
Management Plan. These respondents also stated that they felt there should be a more
extensive training process for supervisors, which might help them be more committed to
the planning stage. For example, one respondent said “that the supervisors be better
trained and knowledgeable in material.” Another respondent in this category claimed, “It
also took 15 weeks for my supervisor to schedule my performance planning meeting after
I attended my initial classified staff training on May 6, 2002! Ridiculous! This makes
me feel like the form is not important.”
Contentment
The Contentment category represents 20% of all responses given for this question.
Respondents in this category either provided no suggestions or felt that the planning stage
of the Performance Management Plan is currently effective. Four respondents said that
they had no suggestions. One respondent said, “It’s effectiveness initially seems solid
and well constructed.”
Eliminate
Approximately 18% of responses fell into the Eliminate category. This category
represents respondents who felt that the planning stage of the Performance Management
Plan was unsuccessful and felt the stage should be eliminated. Some comments made by
26