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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
espondents include, “Cancel it altogether,” and, “Drop the entire concept.” Another respondent stated, “My purpose at this university is to work. Projects like these defeat that purpose. We’ve already spent way too much time on this whole ordeal. Does it ever stop?” Rewards The Rewards category is comprised of responses that suggested the offering of more benefits and rewards for successfully accomplishing daily tasks. One respondent in this category suggested that a goal-setting workshop would have been an added benefit for this stage of the process. Responses in this category included, “Performance pay,” and “Still not sure of the final purpose and if it will truly benefit employees or not in terms of compensation.” 27
Page 1 and 2: Executive Summary In the fall of 20
Page 3 and 4: Contents Executive Summary………
Page 5 and 6: Methods The Institute for Communica
Page 7 and 8: Survey Sent Gross Returned Gross Re
Page 9 and 10: Performance Planning Question 2: Ho
Page 11 and 12: Performance Planning Question 4: Wa
Page 17 and 18: Performance Planning Question 10: D
Page 19 and 20: Performance Planning Question 12: H
Page 21 and 22: Performance Planning Question 14: T
Page 23 and 24: work,” and “More confusion.”
Page 25: Performance Planning Question 16: W
Page 29 and 30: Ongoing Coaching and Feedback Quest
Page 35 and 36: nearly 7% of the responses to this
Page 37 and 38: Miscellaneous This category account
Page 39 and 40: Effectiveness Approximately 7% of t
Page 41 and 42: general need for more training, and
Page 43 and 44: Communication The Communication cat
Page 45 and 46: Benefits and Areas for Improvement
Page 47 and 48: The respondents stated issues such
Page 49 and 50: Benefits and Areas for Improvement
Page 51 and 52: Miscellaneous Approximately 10% of
Page 53 and 54: Demographics Question 31: What is y
Page 55 and 56: Demographics Question 33: At which
Page 57 and 58: Demographics Question 35: Using the
Page 59 and 60: Performance Planning Question 1: Di
Page 61 and 62: “forgot.” Another response was,
Page 63 and 64: Performance Planning Question 3: In
Page 67 and 68: Performance Planning Question 7: On
Page 69 and 70: Coaching and Feedback Question 9: T
Page 71 and 72: Midyear Review - IT Supervisors Onl
Page 73 and 74: Midyear Review - IT Supervisors Onl
Page 75 and 76: Yearend Review - IT Supervisors Onl
Page 77 and 78:
Yearend Review - IT Supervisors Onl
Page 79 and 80:
Page 81 and 82:
Page 83 and 84:
The Performance Management Process
Page 85 and 86:
Benefits and Areas for Improvement
Page 87 and 88:
Restructure Program Eight of the 36
Page 89 and 90:
Demographics Question 22: What is y
Page 91 and 92:
Demographics Question 24: At which
Page 93 and 94:
Demographics Question 26: Which bes
Page 95 and 96:
Demographics Question 28: Whom do y
Page 97 and 98:
Demographics Question 30: Using the
Page 99 and 100:
Performance Planning Question 1: Di
Page 101 and 102:
Performance Planning Question 3: Th
Page 103 and 104:
Performance Planning Question 5: To
Page 105 and 106:
Performance Planning Question 7: Ho
Page 107 and 108:
Performance Planning Question 9: To
Page 109 and 110:
Performance Planning Question 11: D
Page 111 and 112:
Performance Planning Question 13: H
Page 113 and 114:
Performance Planning Question 15: W
Page 115 and 116:
Performance Planning Question 16: W
Page 117 and 118:
Ongoing Coaching and Feedback Quest
Page 119 and 120:
Page 121 and 122:
Page 123 and 124:
Page 125 and 126:
Page 127 and 128:
Midyear Review Question 26: Did you
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Midyear Review Question 28: How sat
Page 131 and 132:
Yearend Review Question 30: Did you
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Yearend Review Question 32: Did you
Page 135 and 136:
Training Question 34: Do you have a
Page 137 and 138:
Benfits and Areas for Improvement Q
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Miscellaneous Approximately 9% of r
Page 141 and 142:
Benfits and Areas for Improvement Q
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Pay The final category, Pay, accoun
Page 145 and 146:
Supervisor Changes About 23% of res
Page 147 and 148:
Demographics Question 40: What is y
Page 149 and 150:
Demographics Question 42: At which
Page 151 and 152:
Demographics Question 44: Using the
Page 153 and 154:
Use of the Supervisor Feedback Form
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who responded to this question said
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Appendix B Responses to Classified
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• Didn’t seem to create any Que
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• This will still not help with d
Page 163 and 164:
• None • This stage is not appl
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• None • Better rapport o my su
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• All of the above • MBA • I
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• Inproved communication with you
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• Basically setting the goals hig
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oles they are in. Some people are e
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• Time • Supervisor support/inv
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• Process initiated but not compl
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• I went through the training and
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• Reduce paperwork involved. Prov
Page 183 and 184:
Appendix D Responses to Information
Page 185 and 186:
• Keeping current with software &
Page 187 and 188:
Question 38:What else do you need i
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