SSCC Professional Development and Strategic Involvement Process

Overview

Southern State Community College is committed to its mission to provide accessible, affordable, and high quality education to people in southern Ohio. The College’s strategic vision represents a unifying guide toward fulfilling this mission. Collaboratively, a vision to be a First-Choice College has been cast. To that end, each employee of the college has the opportunity to personally contribute to the attainment of this vision through the College’s annual strategic goal-setting process. The purpose of thisprocess is to:

  • Establish clear expectations for the core competencies required of all SSCC employees
  • Provide an opportunity for supervisors and employees to annually set goals in which the achievement will both enhance the employee’s development and contribute to the College’s attainment of the annual strategic goals
  • Provide a basis for strategic compensation recommendations
  • Document the employee’s job performance for employment decisions

Timeline

January/February Pre-Appraisal Conference:

  1. Supervisor conducts pre-appraisal conference(s) in which:
  2. Core competencies are evaluated; this may result in the identification of a goal targeted to personal professional development in an area
  3. Two to three SMART goals are agreed upon for the calendar year (Specific, Measurable, Attainable, Realistic, Timely)
  4. Resources required are identified
  5. Respective Vice-President or Dean approves goals for clarity, equity, and overall alignment with the assigned strategic goals

March –May On-going Support

The supervisor and employee are encouraged to regularly and purposefully discuss progress on goals, challenges, and assistance needed. This should be an on-going, naturally occurring process.

June Mid-Year Conference

The supervisor and employee will meet to discuss the progress toward the strategic goals. Any adjustments to the goals due to resources, or circumstances beyond the employee’s control can be made at this time subject to the approval of the respective Vice President or Dean.

November Summative Conference

Employee and Supervisor complete the summative evaluation of goal accomplishment.

Pre-Appraisal Conference Guide

Employee: ______Supervisor:______

The following rating scale will be used by the evaluator to provide feedback to the employee concerning current levels of performance on core competencies. This pre-appraisal can then be used to document consistent performance, formulate professional development plans, and/or set performance goals.

Rating Scale

AAccomplished – A highly motivated employee who demonstrates superior quality work and maintains a high level of effectiveness with little or no supervision. Document specific examples of behavior that illustrate this rating.

PProficient – A proficient employee who consistently exhibits successful behavior and performance accomplishments.

DVDeveloping– A maturing employee who typically exhibits successful performance patterns and shows evidence of performance growth.

UUnacceptable– Reserve this rating for an employee who has not benefited from development and training and continues to have job difficulties. Corrective action will be identified and discussed with the employee. Document specific examples of behavior that support this rating.

Note: The following bulleted success factors under each core competency are examples of behavior that espouse the performance standard; however they are not intended to be all inclusive. The overarching competency is professionalism through the College.

Core Competency / Rating
Results Orientation
  • Is proactive
  • Is timely in approach to work
  • Accepts responsibility and is accountable

Customer Service
  • Treats customers in a pleasant and courteous manner
  • Demonstrates flexibility and adaptability in addressing customer needs
  • Utilizes active listening skills to identify customer needs
  • Focuses on serving internal and external customer needs

Problem Solving/Decision Making
  • Identifies and resolves problems in a timely manner
  • Considers impact on others and/or College when making decisions
  • Responds effectively to unanticipated problems
  • Anticipates problems and finds creative solutions

Teamwork
  • Works collaboratively with others
  • Shares knowledge and expertise with others and offers assistance to others while recognizing the contributions of others
  • Always willing to offer assistance outside one’s scope of specific responsibilities

Continuous Learning
  • Learns actively and keeps current with new work methods, skills and technologies to complete work activities
  • Participates and encourages others to participate in staff development opportunities
  • Takes ownership for own self-development and continuous learning

Organizational Commitment
  • Responds positively to major issues, challenges and opportunities facing the college
  • Supports and demonstrates understanding of the college mission, vision, and values
  • Demonstrates knowledge of own department’s work activities and mission
  • Considers impact on the college of work activities and decisions

Date: ______

______

Employee’s Signature Supervisor’s Signature

Signatures do not imply agreement, but represent the acknowledgment that the information has been shared.

SSCC Individual Performance Goal 1

Goals are to be Specific, Measurable, Attainable, Realistic, Timely

SSCC Individual Performance Goal 2

Goals are to be Specific, Measurable, Attainable, Realistic, Timely

SSCC Individual Performance Goal 3

Goals are to be Specific, Measurable, Attainable, Realistic, Timely

Summative Appraisal Conference Record

Supervisor’s Final Appraisal:

Core Competency / Rating
Results Orientation
Customer Service
Problem Solving
Teamwork
Continuous Learning
Organizational Commitment
Other

Continuous Improvement Opportunity:

As you reflect upon this past year, please tell us what we can consider doing to make things better in our department:

In the College as a whole:

Individually:

______

Employee’s Signature Supervisor’s Signature

Signatures do not imply agreement, but represent the acknowledgment of the evaluation’s completion.