ePDP Performance Development Assessment

1. ePDPPerformance Development Assessment

2. Why Performance Assessments? • To assist the employee in better understanding what is expected of him/her and how he/she is measuring up to those expectations. • Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis.

4. ePDP 2.0 Agenda • Annual Plan • Job responsibilities • Goals • Competencies • Professional Development Plan • Lets see it!

5. What is the Annual Plan? • Forward looking to the academic year • Identify job responsibilities, goals • Reminder of University competencies • Creates a clear understanding between the supervisor and employee regarding performance requirements

6. ePDP 2.0 • Job Responsibilities • Goals • University Competencies • Professional Development

7. JOB RESPONSIBILITIES

8. What are they ? • The state, quality, or fact of being responsible. • Something for which one is responsible; a duty, an obligation, or a burden. • Responsibilities are not unique to a given year, they are ongoing. • A responsibility may previously have been a goal.

10. Executive Administrative Professional Staff • Typically listed in job descriptions or position descriptions. • Job descriptions are created from job responsibilities listed in ePDP. • EAP Staff should have clear idea and understanding with Supervisor of responsibilities. • Previous year’s Annual Plan.

11. Clerical Office & Technical Staff • Identified in job descriptions. • No need to include each job duty. • With Supervisor input, Staff should have clear idea and understanding of responsibilities. • Previous year’s Annual Plan.

13. Examples • Assemble, mail or deliver supplier/brochures/publications in response to campus departmental requests. • Manage processing, placement and tracking of temporary staff. • Advise students at front counter during assigned drop-in hours and in individual and group appointments.

14. Examples • Receive and process web based telecommunications work orders. • Operate and support the Management Information System to report and analyze detailed client data and program accomplishments. • Proofread and correct materials; edits grammatical errors. • Perform receptionist duties such as receiving visitors, answering the telephone, taking messages.

16. GOALS

17. What is it? • The purpose toward which an endeavor is directed; an objective. • Goals are unique objectives that you strive to accomplish in a given year. • Sports: The finish line of a race. A specified structure or zone into or over which players endeavor to advance a ball or puck. • Personal: New Year’s Resolution.

19. SMART: Performance Goals • Specific and satisfy a need. • Measurable – How will you know the goal is attained? Results oriented. • Achievable/Attainable- Likely future orientated. Stretch but reasonable • Relevant/Realistic– May include risk and flexibility; Resources needed? Are their obstacles? • Tangible – Experience it with one of the senses.

20. Some ideas • New event. • Building construction. • Department moves. • University initiative. • Department, unit and college goals. • Software implementation or updates.

21. Other factors to consider • All flow to GVSU Strategic Plan www.gvsu.edu/strategicplanning/home-11.htm • Support Departmental goals vision and mission • Discuss and create with Supervisor. Annual Planning Stage • On going discussion after goal is set: How will it be measured? How will it be achieved / What will it look like? • Who will be involved?

22. Examples • Complete the amortization schedule for all major equipment by (date) . • Prior to (date) gather and codify the GVSU policies and practices that apply to the purchase and maintenance of equipment and contracts. • Prepare an online Syllabus of Records repository by (date). Collaborate with Institutional Marketing and Records.

23. Examples • Become more proficient in ITunes in order to be more helpful with podcasts, voice memos, etc. • Assist in managing and facilitating communication of the Alumni Champions volunteers. • Evaluate new opportunities for the Office Macintosh environment. Areas to investigate are: inventory, app delivery and remote control.

24. COMPETENCIES

25. What is it? • Identified behaviors, knowledge, skills, and abilities • Directly and positively impact the success of employees and organizations • Critical to success of organization • Can be improved through attention and coaching

26. ` UNIVERSITY COMPETENCIES • University Values • Quality of Work • Customer Service • Initiative • Communication • Interpersonal Effectiveness • Leadership • Intercultural Understanding and Awareness

28. PROFESSIONAL DEVELOPMENT PLANS

29. What is it? • Skills and knowledge to attain for both career development. • Includes all types of facilitated learning opportunities, ranging from college degrees to formal coursework, conferences and informal learning opportunities. • Could include consultation, coaching, communities of practice, lesson study, mentoring, reflective supervision and technical assistance

30. Who is it ? • Staff: responsible for career advancement • Supervisors: development needs in current position • Development is joint responsibility of staff and supervisors

31. What to consider • Improve existing skills • Develop new skills for continued effectiveness • Broaden knowledge • Improve a deficient area • Not rated by supervisor but comments will be made

32. Examples • Complete a college level course on (topic)by (date). • This semester attend a program on Social Media and present to department on how to enhance recruitment. • Connect with other leaders, on and off campus, who work in my field and get best practice ideas for GVSU.

33. Examples • Attend (conference title)or seminars relating to interpersonal skills. • Attend classes on Banner to increase my efficiency. • Improve my ability to lead work groups or teams. • Continue to build new professional contacts both inside and outside of GVSU.

35. ePDP- Lets look !!