CAREER MANAGEMENT PLAN INTRODUCTION
Staff members deserve regular feedback and input from their supervisor as well as colleagues and customers regarding performance. The career management plan strives to provide a process for this information, as well as an opportunity to set direction and discuss career goals. It also provides an opportunity for more formal exchange between supervisor and staff member with multiple purposes. Included among the purposes:
- Open and continued communication between the employee and the supervisor on related job performance issues and professional growth.
- Guidance to enable the employee to accomplish performance and skills development goals.
- Direction on managing career aspirations and meet career objectives.
The plan should reference current job responsibilities along with personal strengths and interests, and organizational strategic goals and objectives. The employee initiates the plan via this form (UITS Career Management Plan (Formerly known as Performance Evaluation form) to document previous accomplishments and share ideas regarding future direction, goals and plans. The employee submits this electronic editable Word document (via email attachment) to their supervisor who will add comments; provide input; and meet with the staff member to discuss and finalize the document.
Final career management plan documents for appointed staff are submitted as electronic .pdf attachments from Managers (with cc: to employee and Director) to UITSHR. These documents will be stored within secure server file storage space only accessible by members of the UITS HR team
Individual unit/group managers are expected to retain/securely store career management plans or evaluation documents for non-appointed staff.
For a University-wide Performance Management Resource Guide, please visit http://www.indiana.edu/~uhrs/training/performance_management/index.htm
A well documented career management plan provides the employee and the supervisor the opportunity to set goals and objectives that address personal and organizational needs, and improve job performance, job satisfaction and professional development.
UITS FEEDBACK PROCESS
Conducted in conjunction with annual career management process, appointed staff participate in our UITS Feedback Process focusing on behaviors and competencies. Feedback recipients gain insight regarding how they are perceived by their most valued constituencies thus providing introspective and professional development references.
The system enables 360 degrees of feedback. The nature of work and team size determine the scope. Staff members receive feedback by identifying co-workers as well as external clients/customers to receive an invitation to provide "employee feedback" in the areas of initiative and service orientation. For teams of three or more appointed staff, employees are invited to provide "manager feedback" in the areas of staff development, service orientation, leadership, and resource utilization.
Submitting feedback is voluntary and anonymous. We encourage all participants to take time to provide honest, relevant, and constructive feedback.
Employees will visit a website to input the contact information for ten colleagues or clients. These will route for supervisor approval. Employees receive email notification of manager's approval or disapproval including modification instructions.
Once contacts are approved, the system selects six contacts who will receive a feedback solicitation email inviting them to evaluate the employee answering 15 questions with a text box for comments.
In addition, employees are invited to anonymously evaluate management answering 23 questions with a text box for comments. The feedback system allows for two feedback managers per employee. The primary feedback manager is the one who will approve contact list.
Note to Managers: If you have an internal shift supervisory structure please send that to UITSHR indicating who should be primary (immediate supervisor) and secondary(team manager).
Staff and supervisors will be able to view feedback online as immediately as it is received. Supervisors are able to view employee feedback scores/comments for their team as well as their own employee and managerial feedback.
Contact name entry is required (not voluntary) unless you are brand new to Indiana University or your Director has allowed your unit to opt out of the process entirely. However, score submission is voluntary. Therefore receiving no scores, or fewer than expected, should not be negatively regarded by staff themselves or their supervisors.
SCHEDULE FOR CAREER MANAGEMENT PLAN AND FEEDBACK PROCESS
Week of January 7, 2013:
- Staff receive message about career management process. Staff members are encouraged to begin reflecting and completing their portion of the evaluation and submit it to their supervisor.
Week of January 14, 2013
- Staff receive message about feedback process. Feedback websites are enabled.
- January 18: Information/Process meeting (organization-wide) is conducted from 2:00 pm to 3:00 pm in CIB Multi-purpose room B in Bloomington with videoconference to IT 329 in Indianapolis and ad hoc dial in to 224646. If you prefer a smaller group (team/campus level)meeting to discuss these topics, please contact UITSHR to schedule a meeting.
- Staff members begin submitting and supervisor begin approving a new set of feedback contacts at https://webdb.iu.edu/uitsfs/scripts/UitsHr2/fb_listmenu.cfm
- The feedback system allows for two feedback managers per employee. The primary feedback manager is the immediate supervisor and the person who will approve contact list. Before submitting their list, staff should immediately contact UITSHR UITSHR if the individual appearing on the screen is not their immediate supervisor. Staff should wait until that data is corrected before submitting their list.
Friday, February 8, 2013:
Online feedback contact submission/approval deadline.
Monday, February 11, 2013:
Feedback solicitation emails sent out to system-selected internal/external contacts and to staff inviting them to submit feedback for their current supervisor(s).
March 2013 and beyond:
Supervisors finish up Career Management plans--completing the Career Management Plan documents and scheduling meetings with staff to discuss appraisals and formulate objectives.
Friday, March 29, 2013:
Feedback ratings (employee and manager) collection deadline.
Scores are viewable online at https://webdb.iu.edu/uitsfs/scripts/UitsHr2/fb_listmenu.cfm the same website where feedback contacts were entered). Remember that score submission is voluntary and receiving no scores, or fewer than expected, should not be negatively regarded.
Tuesday, April 30, 2013:
All appointed staff career management plan documents are due on or before this date. Final documents are submitted as electronic .pdf email attachments from Managers (with cc: to employee and Director) to UITSHR. These documents will be stored within secure server file storage space only accessible by members of the UITSHR team. Regional managers are encouraged to keep a local copy and send one to UITSHR for central server storage.
Please remember that individual unit/group managers are to retain/securely store career management plans or evaluation documents for non-appointed staff.