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2005 Performance Development System Survey. Human Resources Staff Meeting March 20, 2006. Has the Performance Development System Made a Difference?. 2004 Survey – Baseline date on Performance Management prior to the PDS 2005 Survey – Solicited opinions on: - PowerPoint PPT Presentation
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2005 Performance Development System Survey
Human Resources Staff MeetingMarch 20, 2006
Has the Performance Development System Made a Difference?
2004 Survey – Baseline date on Performance Management prior to the PDS
2005 Survey – Solicited opinions on: Supervisory performance management
practices Career development and advancement
opportunities Training participation and impact/transfer to
the job Customer Service
The Upside More people participated— up 12.7%
2005 - 1,208 respondents out of 4,004 supervisors and staff (30.2%)
2004 – 1,072 respondents Mean scores increased across the board
The PDS is having a positive impact on employees and Temple University.
“ I am sure this system has played an important role in identifying the duties of various positions and strengthening the communications among employees and
supervisors.“
Significant Improvements
2004 2005 Difference
Formal evaluations each year 2.44 3.49 +1.05TU encourages performance excellence 2.55 3.11 +.56
Setting annual work goals 2.72 3.25 +.53Taking advantage of professional development 3.15 3.48 +.33
Significant Agreement
0% 20% 40% 60% 80% 100%
Clear on job responsibilities
Know the level of performanceexpected of me
Understand my job's importance
Strongly agree Somewhat agree Somewhat disagreeStrongly disagree Don't know
94%
92%
92%
Mixed ReviewsSupervisor Effectiveness
Supervisor Mean
Employee Mean Difference
Acknowledges accomplishments
3.83 3.17 .66
Gives ongoing feedback 3.56 3.02 .54
Has skills to manage 3.65 3.24 .41
Meets with staff to set annual goals
3.63 3.25 .38
“My work performance isn't managed or acknowledged at all.“
Development/Training
Majority agree that: They receive the training necessary – 78% Supervisor encourages professional development –
83% Take advantage of professional development – 90% Use/apply learning to perform better – 85%
Majority of supervisors agree that: They reinforce what employees learn – 83% They encourage employees to participate – 88% Employee apply what they learn to perform better –
81%
Mixed Reviews on Customer Service
2005 Supvr Mean
EE Mean Diff.
CS has enhanced my ability to deliver high quality service
3.00 3.23 .23
“As far as the customer service focus of the U., in general this atmosphere provides a helpful context, but there has been no direct impact, good or bad, on my department's work.”
2004 Supvr Mean
EE Mean Diff.
I understand importance of CS
3.69 3.81 .12
I have the skills to deliver quality CS
3.70 3.76 .06
2004 Student Questionnaire(1=very dissatisfied, 2=Somewhat dissatisfied, 3= somewhat satisfied, 4= very satisfied)
I feel the Temple offices I interact with provide quality customer service 2.71
In general, I have received good treatment at Temple 3.15
If I had to do over again, I would enroll at Temple 3.16
Overall satisfaction with education received at Temple 3.16
2005 National Survey of Student Engagement
Relationship with administrative personnel and offices (1= unhelpful, inconsiderate, rigid to 7 = helpful, considerate, flexible) Temple first year students 4.16 Temple seniors 3.95 Urban Universities first year
students 4.49 Urban Universities seniors 4.40
2005 National Survey of Student Engagement
How would you evaluate your entire educational experience at this institution? (1=poor, 2=fair, 3=good, 4=excellent)
Temple first year students 3.01 Temple seniors 3.08 Urban Universities first year
students 3.02 Urban Universities seniors 3.05
2005 National Survey of Student Engagement
If you could start over again, would you go to the same institution you are now attending? (1=definitely no, 2=probably no, 3=probably yes, 4=definitely yes)
Temple first year students 3.11 Temple seniors 3.04 Urban Universities first year students
3.06 Urban Universities seniors 2.99
Concerns
26%
31%
74%
69%
68%32%
0% 20% 40% 60% 80% 100%
Up-to-date jobdescriptions
Job advancementopportunities
Coaching,counseling, etc.
Disagree Agree
FY 2004/05 FT/Reg New HiresPromotions & Transfers
0% 20% 40% 60% 80% 100%
All New Hires
Management
Clerical
External Promotions Transfers
36%
25%
26%
Concerns Raised in Comments
337 (28%) staff and supervisors commented
88 supervisors (19%) responded to the supervisors only comment question
Critical of: Management skills of supervisors Monetary rewards, relationship of pay to
performance Applicability to employees in unions and
in research positions
Suggestions Raised in Comments
Employee evaluation of supervisors
Make the PDS more user friendly
Expand training courses and offer more widely beyond Main Campus
Conclusions Good News: Scores are Up! Some performance management is
acknowledged: Clear on job responsibilities Performance expectations Formal evaluations each year Encouragement to pursue
professional development
Conclusions (continued)
Room for Improvement Job Descriptions Supervisors’ Skills in:
Managing and Evaluating Performance
Coaching/Counseling Career Advancement Customer Service
Report Summary and PowerPoint Presentation Available at www.temple.edu/hr
Next Steps
Update job descriptions Key to defining responsibilities Employees expect them HR and Departments collaborate
Coaching and counseling Explain what it looks like Tell your employees when it happens Manage their expectations Attend supervisory/leadership training
Next Steps Job advancement
Provide mentoring and career counseling Manage expectations/communicate successful
internal hiring Identify opportunities
Cross training Developmental opportunities Job rotation
Customer Service Are we any better? How do we change perceptions? How do we measure it?
Implement PDS Web System Enhancements
Planned PDS Web Enhancements
Either supervisor or employee can start a PDP and both can enter comments
Improved print function Easier way to rate all core and selected role
competencies Email notifications Progress notes and/or end of the year
summary comments required for all essential functions and goals
2006/07 Goals required on current year PDP
Change in PDP Weightings of Final Scores
40% for Responsibilities/Essential Functions
40% for Goals 10% for Developmental
Competencies 10% for all Core and Selected Role
Competencies.
Coming Soon to a Training Room Near You
March – Employee Manual Supervisory Training and Information Sessions for Union and Non-Union Employees
April – PDS System Changes and Rules of Conduct