THE. Employee Empowerment Program. for Continuous Engagement, Performance, Development, and Retention of Our Employees
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1 THE Employee Empowerment Program for Continuous Engagement, Performance, Development, and Retention of Our Employees Because Every Person Drives Results.
2 EMPOWER YOURSELF Start with why? but why? Why not?
3 Today s 90-Minute Full Cycle Adventure in Performance Speaker Topic Molly Olivia Molly The Story of How We Arrived Where We Are Today Your UNCW Journey Starts with Why? Timeline & Appraisal Tool Institutional & Individual Goals Forward-Focused Talent Conversations Learning & Talent Development Your Next Steps towards Success
4 Employee Timeline
5 THE FORMAL APPRAISAL TOOL Engaging. Contemporary. Strategic. Future-Focused.
6 Power-Up Performance Appraisal Tool Part I: Performance Plan (p. 1-6) Institutional Goals Individual Goals Talent Development Plan Part II: Off-Cycle Reviews (p. 7) Part III: Annual Performance Appraisal (p. 8-9)
7 INSTITUTIONAL GOALS EHRA and SHRA
8 Old SPA Way Position Description Job Duty 1 Job Duty 2 Job Duty 3 Work Plan Expertise Accountability Customer Service Expertise Accountability Customer Service Expertise Accountability Customer Service
9 New Way Institutional Goals Position Description Expertise Job Duty 1 Job Duty 2 Job Duty 3 Accountability Job Duty 1 Job Duty 2 Job Duty 3 Customer-Orientation Job Duty 1 Job Duty 2 Job Duty 3
10 The descriptions on the appraisal tool are written at the meets expectations level. SHRA STANDARDS SAMPLE EXPERTISE Precision Resourcing Innovation Development ACCOUNTABILITY Productivity Autonomy Prioritization Coordination CUSTOMER- ORIENTED Clarity Awareness Attentiveness Diplomacy TEAM- ORIENTED Collegiality Collaboration Contribution Attendance COMPLIANCE & INTEGRITY Policy Safety Ethics Respect SUPERVISION Oversight Goal-Setting Managing Talent Leading
11 3-5 INDIVIDUAL GOALS Make Them SMART-er
12 Getting Started with Goals (VERB) (NOUN) by (DATE) in order to (RESULT) Attend and apply in order to. Deliver by in order to. Actively participate in two-way quarterly talent conversations by,,, and in order to.
13 Individual E R Goals S=Specific M=Measureable A=Achievable R=Relevant T=Time-bound What needs to be accomplished? What outcomes? What data can be used to define success? Is this challenging but realistic? Does this align with broader goals/needs? What are the deadlines/milestones? E= Expectations Is it ethical, enjoyable, and energizable? R= Resources What assistance will be provided for this?
14 Sample Individual Goal
15 Need More Help? Join us October 5 th Full Cycle Goal Setting: The Art of One Word Workshop With the launch of the new strategic plan, let us help you create a SMARTER goal and establish milestones for success using the START NOW Model of Goal Setting and Achievement. Once established, you will be taken through the One Word Identification Process that allows you to laser focus on the one word that will help you exceed excellence. Register at the UNCW Dare to Learn Academy You will then Paint Your One Word on a canvas that you can take with you and place in a space of your choice to serve as a constant reminder of your excellence that is yet to come.
16 TALENT CONVERSATIONS PAST: One-way, one-time lecture with 75% focused on the past. FUTURE: 2-way frequent talent conversations with a 50/50 time split on the past and future.
17 Talent Conversation Questions PAST PERFORMANCE 1. What were the top 3 to 5 highest priorities of your job this past year? 2. What do you consider to be your greatest strengths and struggles this past year? 3. What do you consider to be your most noteworthy efforts and accomplishments this past year? 4. What environmental or other factors that impacted your job this year? FUTURE FOCUSED 1. What would you like to say 12 months from now that you currently cannot say? 2. How can your supervisor assist in furthering your career growth? 3. What do you feel are going to be your biggest challenges this year? 4. What training, development or resources do you want/need to be successful? 5. What would you like to accomplish this year? How can your supervisor/team help you get there?
18 WORKING THROUGH BARRIERS Anticipate & Practice Apply & Reflect
19 Gaining Clarity Workshop: How to Engage in Healthy Conflict with Dignity & Respect After Before Can you say Yes to any of these 5 questions? 1. Are you apprehensive about bringing up a certain topic of interest? 2. Are you fearful how you think your idea might sound to your supervisor? 3. Do you suspect or have reason to believe that your supervisor will not take the new tool and process seriously? 4. Do you want to grow in your position or outside your department but don t know how your supervisor will take the news? 5. Do you have a supervisor who will not clearly explain what exceeds expectations looks like?
20 TALENT PLANNING
21 Fixed vs. Growth Mindset Desires to Remain the Same 1. Avoids Challenges 2. Gives Up Easily 3. Sees Effort as Fruitless or Worse 4. Ignores Useful Negative Feedback 5. Feels Threatened by the Success of Others Desires to Learn 1. Embraces Challenges 2. Persists in the Face of Setbacks 3. Sees Effort as the Path to Mastery 4. Learns from Criticism 5. Finds lessons and Inspiration from Others
22 Sample Talent Development Plan
23 Additional Learning Opportunities Off Campus AMA (American Mgt Assoc) National Seminars Training ASAP (American Society of Admin Professionals) Trade Certifications Local/Regional/National Conferences UNCW classes Others On Campus or at Home Dare to Learn Academy Instructor Led Virtual video/audio Networking Groups Lending Library Talent Development Opportunities: Staff Meeting Starters Retreats Coaching/Consulting SkillPort (Supported by ITS) Books 24/7 Videos On-line courses technical or transferable skill development
24 D2LA Talent Development Research Teams Who we serve: Employees looking for learning for themselves. Leaders looking for learning for their employee. Leaders looking for learning for their teams. Let us do the work for you! a learning request to: D2LA@uncw.edu We will search for multiple learning options that fit: 1. the desired development desire or need; 2. preferred learning format; 3. and budget.
25 WHAT ARE MY NEXT STEPS?
26 Chart Your Course for Excellence 3 Immediate Steps 1. Be sure you register for a three hour Full Cycle Full Cycle Goal Setting: The Art of One Word Workshop on October 5th. 2. Begin thinking about what possible Individual Goals you would like to discuss with your supervisor. Use the Self Assessment to help you get there. 3. Follow the Full Cycle Timeline and start to think about how you want to Grow and what you want to Learn that will support your goals.
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