SOUTHERN POLYTECHNIC STATE UNIVERSITY

Strategic Planning Template

 

Southern Polytechnic State University Template

 

Southern Polytechnic State University

Strategic Plan 2006

Strategic Goal #3: Create an environment in which students, faculty, and staff all take pride in the University and want to remain in contact beyond the formal relationship.

 

Objective 3.:  Develop a culture of transparent communication.           

Strategy: Create a transparent evaluation process

 

Action Plans:

Evaluation as Strategic Planning

Before Evaluation- no later than the end of December, employee

and supervisor meet to discuss the evaluative instrument--

SPSU Evaluation Form and any additional evaluative tools to be used to assess the performance during evaluation year.

Discuss summative and formative aspects of the process.

Discuss the criteria for each of the categories of evaluation on the form.

Determine the skills, traits, performance necessary to achieve ratings of

Meets Expectation, Exceeds Expectation, and Outstanding.

Employees may submit self-assessment to supervisor before

supervisor completes evaluation form.

Make transparent the correlation between performance and merit increases.

Make transparent all assessment strategies and any means of resolution to the evaluation process, for example, the administrative process, the Impartial Board of Review, and the Faculty Council of Review.

 

Evaluation as Dialogue

The Actual Evaluation 

Employee and supervisor discuss the entire evaluation in one evaluation meeting.

Employee may submit to the supervisor any response or rebuttal to the evaluation; supervisor will inform employee of rebuttal process.

Employee and supervisor maintain copies of the complete evaluation.

 

Evaluation as Mentoring

The supervisor of any employee rated as Meets Expectation or below should initiate collaboration with the employee to create a Performance Improvement Plan.

 

Any employee rated at any level other than Outstanding may meet with the supervisor to

create a plan that clarifies performance requirements to earn an improved evaluation. 

 

 

 

 

 

Responsibility:  Supervisors and employees

Time Frame: On-going.

Resources Required:  Funds for training

Assessment:

Use of Results:  To increase the level of confidence and trust in decisions made.