CONGRATULATIONS TO OCTOBER 2009 EMPLOYEE OF THE MONTH JOHN COUGHLIN!
John Coughlin is a Senior Systems Analyst with E-Learning & Instructional Support and has been with Oakland University for 14 years.
Read about John's contribution to the University on his Employee of the Month page.
Nominate a shining star for Employee of the Month!
The OU staff Employee of the Month sets the standard at above and beyond. Their cheerful, upbeat attitude stands out among their peers and positively impacts working relationships. They consistently strive to work more efficiently and increase productivity. This person is invaluable to the OU team.
Staff members who are selected for Employee of the Month receive much earned recognition as well as a designated parking space for 30 days, their name in lights on the sign at Adams/Walton and in the OC plus an invitation to a year end dinner with Dr. Russi and other VP's.
Anyone can nominate a staff employee who is past probation and has not received Employee of the Month recognition during the last 5 years. Click on the Nominate link to complete the online form.
To Those Effected by Performance Management
During the month of November, employees and supervisors should meet to discuss progress that has been made toward goal attainment from the goals you and your supervisor set for the performance cycle that began April 1, 2009. Employees should record comments regarding mid-cycle goals in the Total Employee and Management Source (TEAMS) System.
It is important to remember that performance management has a solid, positive impact on both individual and university success. It does this by fostering open communication between employees and their supervisors, as well as by establishing a mutual understanding of what is acceptable job performance. This is essential for all work relationships to thrive.
Along these lines, the following are ideas to keep in mind while participating in the goal review process.
· Incorporate university and departmental values into your overall work performance. Creating specific goals provides a sense of purpose and guides how your work should be accomplished.
· Key ingredients of an effective performance management process are the conversations that take place between you and your supervisor. Plan to engage in continuous dialogue and partnership around issues that matter most to your department and the university as a whole.
· People respond favorably to positive feedback and coaching. While it is important to document performance within the performance management system, it is also important to communicate on a day-to-day basis. Look for opportunities to provide positive feedback, and then follow up with coaching on behaviors or performance issues that require improvement.
· If your work performance could be improved with additional training, consider that University Human Resources offers a variety of educational opportunities on Skillsoft, an online learning environment. You can take advantage of these services at SkillSoft. Or contact Vicki Larabell, Training Manager for other guidance suggestions.
A comprehensive website containing the link to the TEAMS system and other helpful tools are available at Link to TEAMS.
Training sessions for new hires or for those who would like a refresher course on Performance Management or the TEAMS system are scheduled for Thursday, Nov. 12 and Tuesday, Nov. 17. Those interested in attending either session should visit Staff & Faculty Training to sign up.
Those who are unable to attend a scheduled training session or who have questions about them should contact Gail Ryckman at ext. 3480 or firstname.lastname@example.org, or Tracey Zang at ext. 3480 or email@example.com.