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

 ................
................

In order to avoid copyright disputes, this page is only a partial summary.

Google Online Preview   Download