How will the weaker areas of the Workplace Survey feedback be addressed?
Some of the specific improvement opportunities identified have to be dealt with by units and departments independently. At the same time, the University will work on systemic issues that departments can’t fully respond to on their own. For example, performance management was a weakness in 2005. The solution wasn’t for each department to develop their own performance management system; it was for the University to put a system in place that could be consistently used and applied by all units. To really make progress on staff development, the University will need to introduce an individual development planning process and create a talent management system to enable more carefully conceived career paths and more strategic movement of people for development across University boundaries. We will also need to build a comprehensive training curriculum to develop our 1,400 managers throughout the University community. Assuring that all of our leaders are equipped with next-generation skills is
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