PDF Performance Management Training for Supervisors
Performance Management Training for Supervisors
Facilities Human Resources and Diversity Council
Fall 2012
WHY ARE WE HERE?
Further goals of career
1
advancement for all staff Highlight relationship between PD 2 and Diversity Initiatives Gain feedback about current
3
process Set consistent expectations of
4
performance mgmt. for division Discuss what you can do to
5
promote diversity and inclusion Share new tools and resources
6
for you
Introductions
? Name and department
? One word description of your sentiment (positive or negative) about the current performance management process.
The State of Affairs at FS
2012 Employee Survey Results
% with negative view
I am NOT able to provide feedback about my supervisor's performance
I am NOT satisfied with my opportunities for promotion
My performance reviews DO NOT provide useful feedback
My supervisor DOES NOT support my professional development
My supervisor DOES NOT fairly evaluate my performance
My Performance reviews are NOT conducted regularly
35 33 34 26 28 24 13 15
60 65
56 63
Facilities Services Results
University Results
FS Internal Hires/External Hires/Promotions
FS Staff Movement FY2012
Promotions, Internal
25%
Hires, 20%
External Hires, 55%
FS Staff Movement GOAL
Promotions, 40%
Internal Hires, 40%
External Hires, 20%
? about 3% of all FS staff are promoted each fiscal year ? in FY11, only white staff were promoted ? in FY12, all but 1 promotions were to white staff
Succession Planning
80
60
35
40
20
33
0 2011 - 2015
Facilities Services Possible staff turnover
Bands G, H, I (~100employees)
35
21
2016 - 2020
35 25
2021 - 2025
Normal turnover approximately 6%
# of staff at average retirement age of 60
................
................
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