here to view the Executive Summary - Ohio University

More documents

Recommendations

Info

$Introduction to Numerical Math and Matlab ... - Ohio University$

Osteopathic-Academic, Office of the President, or Library as their planning unit. The rest of the respondents were spread among the remaining planning units. 58
Performance Planning Question 1: Did you and your supervisee(s) hold a goal-setting meeting to begin the Performance Management Program? Response Frequency Valid Percent Yes 52 62.7 No 31 37.3 Total 83 100 Approximately 63% of the respondents to Question 1 indicated that they had held a goalsetting meeting with their supervisee(s). On the other hand, 37% of the respondents had not yet held meetings with their supervisee(s) to begin the Performance Management Plan. Respondents to Question 1 who responded that they did not hold a goal-setting meeting were asked why the meeting had not occurred. Thirty-one respondents answered that they had not had the meeting and provided 37 different responses explaining why the meeting had not been held. Their responses were broken down into 5 categories: • Lack of Resources (9) • No Supervisee (8) • To be Scheduled (7) • Time Issues (7) • Alternative Methods (6) Approximately 24% of responses indicated that there was a lack of information or materials in the Performance Management Plan that led to an inability to hold the goalsetting meeting. Approximately 22% of responses indicated the respondents did not hold a goal-setting meeting because the program did not coincide with the current status of their position. Nearly 19% considered time constraints to be the reason why respondents did not have a goal-setting meeting, and the same percentage stated respondents could not participate in the goal-setting meeting because of various barriers in their work 59
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 and 26: Performance Planning Question 16: W
Page 27 and 28: espondents include, “Cancel it al
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 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: Demographics Question 35: Using the
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 83 and 84: The Performance Management Process
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 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
Page 129 and 130:
Midyear Review Question 28: How sat
Page 131 and 132:
Yearend Review Question 30: Did you
Page 133 and 134:
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
Page 139 and 140:
Miscellaneous Approximately 9% of r
Page 141 and 142:
Benfits and Areas for Improvement Q
Page 143 and 144:
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
Page 155 and 156:
who responded to this question said
Page 157 and 158:
Appendix B Responses to Classified
Page 159 and 160:
• Didn’t seem to create any Que
Page 161 and 162:
• This will still not help with d
Page 163 and 164:
• None • This stage is not appl
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
Page 173 and 174:
oles they are in. Some people are e
Page 175 and 176:
• Time • Supervisor support/inv
Page 177 and 178:
• Process initiated but not compl
Page 179 and 180:
• I went through the training and
Page 181 and 182:
• 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
show all

here to view the Executive Summary - Ohio University

Create successful ePaper yourself

Delete template?

Save as template?