Staff Orientation Noon to 2 p.m. Friday, Nov. 18 and Dec. 9, Farish Hall, Kiva Room Supervisors (Anyone with nonsupervisory staff reporting to them) 8:30 a.m. – 12:30 p.m. Tuesday, Nov. 29, UH Science Center, Room 102 8:30 a.m. - 12:30 p.m. Dec. 8 and Dec. 15 at General Services Building Senior Leadership (Anyone with supervisory/leadership level staff reporting to them) 9 – 11:30 a.m. Monday, Nov. 21, and Dec. 6 at McElhinney Hall, Room 350For details and to register for training, visit www.uh.edu/admin/hr.

With the goal of becoming an employer of choice, the University of Houston is launching a new staff performance management program — Performance Communication and Development (PCD).

Unlike the previous performance appraisal process, PCD stresses communication and professional development, according to Karl Sparks, assistant vice president for human resources. The program requires regular dialogue between staff members and supervisors regarding performance expectations. It also calls for managers to assist in professional development by coaching employees, if necessary.

“As this program evolves, a better approach to identifying and aligning performance expectations with our strategic initiatives will emerge, which is extremely important as UH continues it efforts to become a Tier 1 university,” Sparks said.

PCD also allows supervisors and staff to select the performance format that best fits their specific circumstance, Sparks explained.

“The value of a performance review is not in a format but in aligning organization objectives with the staff member’s achievement, recognition and professional development. In fact, the new format focuses on future growth and concentrates on what could be,” he said.

Sparks added that supervisory training is crucial for the program to work effectively. The university expects managers to start using the new program after they receive training.

The Department of Human Resources (HR) has scheduled several managerial training sessions and staff orientations.

Training sessions will focus on overcoming problems that derail performance, structuring performance discussions to optimize buy-in, linking coaching and feedback to the communication process and ensuring performance discussions that address professional and career development.

“Specific issues and details will be addressed at the training sessions and staff orientation,” Sparks said.

Sparks said the university should see “measurable improvements in communications between staff and supervisors and the alignment of future performance with organizational goals” over time.

HR developed the program in conjunction with a committee of administrators, faculty and staff. One of the committee members is Charles Henry, Staff Council president.

“I have reviewed the program extensively and personally believe that the PCD program addresses several concerns that have been previously voiced by staff,” Henry said.

“Those issues were the evaluation document and the lack of training among supervisors. The potential for the program’s success is great; however, a critical element is the buy-in of staff and supervisors,” he said.

Amy Iverson
aiverson@central.uh.edu