May 2, 2008
Employee Performance Evaluation
Charles Koch states in The Science of Success,“... it is essential to have shared vision that is understood and embraced.” It is also essential for an organization to value its culture. Our guiding philosophy, The Northwood Idea, sets the tone for our actions and our beliefs. We are fortunate our founders gave us the tools to be whom we are.
It is readily apparent we have been analyzing each department and process in our University. You know this; you all have been part of the discussions. Turning again to The Science of Success, sharing knowledge is critical to creating value. “When a workplace culture of respect and trust is promoted, employees share their ideas and seek out the best knowledge to anticipate and solve problems. Verbal exchanges lead to the discovery of new and better ways to create value... The quality of this process depends upon a willingness to respectfully engage in open, honest, and objective debate, to challenge the status quo, and to consider humbly any challenges to our own beliefs, proposals, and actions.”
While we have been looking at academic processes, management, marketing, organizational structure, every department and process at NU, we have also been looking at our Human Resources policies.
On May 1, you should have seen the announcement on Blackboard™ regarding changes in the Employee Performance Evaluation (EPE) process. As the memo notes, we are progressing toward a stronger institutional focus on professional development. The new evaluation process is designed to foster thoughtful reflection on your own professional strengths and contributions to your department and, ultimately, the goals of Northwood University.
A significant change in the process asks each of us to address how our actions support our Twelve Outcomes. A shared culture allows an organization to realize its vision. This new section asks us to what extent we “walk our talk.” We must all be thoughtful as we evaluate ourselves on how well we model and live our outcomes. These outcomes should guide all our actions. They are, essentially, the foundation of a Northwood University education.
Both faculty and staff will use the new EPE process. While this is a departure from the past, it is in keeping with our ONE Northwood philosophy.
Please read the memos and instructions thoroughly before starting the EPE process. Look over the entire form before filling it out. You may find it useful to read everything over and then wait a few days before beginning. Give the process some thought and let it digest for a while. You will see the strengths of the new EPE and be able to give it the effort it needs to be successful.
We are expecting 100% participation as we kick off this endeavor. The value of performance evaluations cannot be overemphasized. Annual performance reviews allow each of us to take stock of our day-to-day activities and make sure they continue to be in alignment with our mission. The reviews can provide the opportunity to pat ourselves on the back for a job well done; they can give us the impetus to change direction; and they can help determine when our actions in some areas may need a boost. Simply put, the EPE process is an opportunity to take stock, clear out the clutter if necessary, and refresh with new goals and activities.
If you have any questions on the new Employee Performance Evaluation forms or processes, please do not hesitate to contact your manager or the Human Resources department.
Enjoy the weekend!Keith A. Pretty, J.D.
President and CEO
Northwood University
4000 Whiting Drive
Midland, MI 48640
989.837.4203 (phone)
989.832.9590 (fax)
