On October 23rd, 2014, we updated our
By continuing to use LinkedIn’s SlideShare service, you agree to the revised terms, so please take a few minutes to review them.
W howard hrd845presentationPresentation Transcript
Program created by Ad Hoc Committee comprised ofmain campus constituency groups had followinggoals/purpose/expected outcomes: In support of Clemson’s goal of attracting, retaining and rewarding top people, Clemson’s Staff Development Program is intended to enhance the work-related skills of staff and to strengthen the engagement and bond between participants and the university. This is accomplished through an employee-driven, performance-based and peer-reviewed process where employees identify and accomplish significant goals, beyond the normal course of their job, related to professional development, service and personal development. Upon successful completion of the program, participants received an agreed-upon permanent salary increase.
Professional Development - At least 80 contact hours dedicated to improving job-related skills and abilities for their current job. Examples included skills training, seminars, and mentoring. Personal Development - At least 30 contact hours dedicated to realizing a lifetime learning goal (not necessarily related to the current job). Examples included advanced education and short courses. Service/University Involvement - At least 40 hours of activities dedicated to fostering a greater connection between the employee and the Universitys mission and goals. Examples included campus committees and relevant community and University service activities.
There are 3 goals of the SDP: Goal 1: Framework for performance and professional development - Provide a framework to encourage and reward performance excellence and professional development. Goal 2: Strengthen engagement - Strengthen engagement and the bond between staff and the university. Goal 3: Peer-reviewed plan - Establish a plan that is employee-driven, performance-based, and peer-reviewed.
There are five measurable objectives and four corresponding metrics of the SDP: Objective 1: Participant satisfaction - Overall satisfaction with the program will have a mean rating of 2 or less (satisfied or very satisfied) by participants. Metric 1: Participant survey (administered at program completion) Objective 2: Alumni satisfaction - Overall satisfaction with the program will have a mean rating of 2 or less (satisfied or very satisfied) by participants 1 year after completing the program. Metric 2: Alumni survey (to be administered 1 year after program completion) Objective 3: Employee skill enhancement - 85% of supervisors of participants will favorably rate the SDP in enhancing employee skills. Metric 3: Supervisor survey (Survey will be administered to supervisors of participants upon completion of the program) Objective 4: Employee engagement - 85% of supervisors of participants will favorably rate the SPD in enhancing employee engagement with job and university. Metric 3: Supervisor survey (Survey will be administered to supervisors of participants upon completion of the program) Objective 5: Program completion rates - 85% of participants will complete the SDP plan. Metric 4: Portfolio completion (85% of participants will complete the SDP plan within the specified timeframe)
Universityadministration funded a Pilot Year of 25 participants. Since it was a pilot year, there was an opportunity and need to use assessment to not only improve the program, but to justify its continued support from the administration and the University campus.
Assessment efforts in the Pilot Year included: A mid-year face-to-face meeting of the participants, mentors and Steering Committee with the University’s Office of Institutional Research to assess satisfaction with the program and suggest ways the remainder of the program could be improved, a mid-year survey for participants, a survey for participant supervisors, and an end-of-the-program reflection document by participants and an end-of-the-program survey for supervisors.
Assessment for the SDP Pilot Year went fairly well with the following results: Objective 1: Participant satisfaction - 100% of participants who responded to a survey were highly satisfied with their participation in the SDP. Objective 2: Alumni satisfaction - Alumni survey will be given 1 year after program completion. Objective 3: Employee skill enhancement - 82% of supervisors who responded to a survey reported that the SDP had a somewhat positive or very positive impact on overall job performance (skill enhancement). However, only 10 of 25 supervisors completed the on-line survey. Strategies to increase the response rate such as e-mail reminders and face-to-face meetings with supervisors are being implemented for the 2011-2012 assessment. Objective 4: Employee engagement - 82% of supervisors who responded to a survey reported that the SDP had a somewhat positive or very positive impact on overall morale. However, as noted previously, only 10 of 25 supervisors completed the on-line survey. Strategies will be implemented to improve response rate. Objective 5: Program completion rates - 100% of participants completed the program within the specified timeframe.
In the spring of 2011 President Barker approved another year of the SDP with twenty-five more participants. Now in its second year, assessment efforts need to continue not only to help improve the program, but to exhibit to the University (administrators as well as the various constituency groups: staff, faculty and students) that the SDP has made a difference in the participants, their home units and ultimately the University as a whole.
A mid-year survey with the following questionswas administered to participants at a groupTeam Building Event in late October: What has been the most positive aspect of the Staff Development Program? What could make the Staff Development Program better? How has participating in the Staff Development Program affected your job?
A mid-year survey asking the same questions(for continuity) that were asked of last year’sparticipants will also soon be sent out. Thesequestions include questions regarding: how much of their program participants have completed, accessibility of resources to complete their required hours, helpfulness of their mentor, how useful the team building event was in their involvement in the SDP, and their overall satisfaction with the SDP.
The same assessment tools used last year will be used again this year (again, for continuity). There will be more efforts to ensure that more supervisors respond to the survey. The alumni surveys will begin.
Clemson University’s Staff Development Program has been successful to date; however, assessment efforts will be continued to ensure continued improvement and hopefully continued evidence of the benefit – and consequently continued funding – of this ground-breaking program.