PPT-Performance & Development Review 2013-14

CoSE session for senior academic reviewers 3 June 2014 Aims for Today To ensure you have the information you need to manage the PampDR process within Schools and the College considering PampDR in the strategic context amp application of new 5 performance assessment levels. The importance of teachers. The . Melbourne Declaration on Educational Goals for Young Australians . makes clear that Australia aspires not to be among the best in the world, but to be the best. It acknowledges the challenges and opportunities of the 21st century and provides two simple, but powerful, goals to guide Australian education: . for Staff . 2014. Facilitated by. Susan Oakley. Director of Employee Relations. Susie Olmos-Soto. Associate Director of. Organizational Development. Who?. All Staff . M. embers in Regular Positions. Hired Prior to January 1, 2015. Victor Aspengren Ken Williams Keith Pignolet. Prairie Capital Ruekert . & . Mielke Wildeck, Inc.. Advisors, Inc.. Measuring Your #1 Asset. Performance Review Issues. How often is the review conducted?. Supervisor Training. Presented by: . Jennifer Larson. Valley City State University. Human Resources Director. February 10, . 2015. Introduction. Total Rewards. Total Rewards Location. Compensation Model. Presented by: HRM. Agenda. 2. Goal Setting. Clarify . expectations. Establish annual . goals. Link to college/ division goals. Plan . professional development. I.. Performance Planning/ Expectation Setting. The . Good, the Bad and the Ugly. LACONI Middle Managers Section – . Unconference. - February 11, 2015. http://www.performancepreview.com/survey.html. How Much Do You Hate Performance Reviews?. Get Rid of the Performance Review!: How Companies Can Stop Intimidating, Start Managing--and Focus on What Really . Daniel Barutta and Sarah Yue, Program Officers. Learning Objectives. Understand CNCS’s expectations for Past Performance with respect to performance measurement. Know how to assess the Past Performance criterion when reviewing an AmeriCorps application. University System of New Hampshire. System . Office . | 5 . Chenell Drive. , . Suite . 301, . Concord. , NH 03301. Mid-Year Performance Goals Review Process. Introduction. 2016 Timeline. Supervisor Responsibilities. for. Professional & professional Faculty. Informational Session. COLLEGE OF . WILLIAM & MARY/VIMS. Training Objectives. The Purpose of Performance Management. Performance Management Cycle . Roles & Responsibilities. Pat Keating, L&OE. 1. "Mind Bugs: The Ordinary Origins of Bias" - Dr. Brian Nosek. "Mind Bugs: The Ordinary Origins of Bias" - Dr. Brian Nosek. "Mind Bugs: The Ordinary Origins of Bias" - Dr. Brian Nosek. Daniel Barutta and Sarah Yue, Program Officers. Learning Objectives. Understand CNCS’s expectations for Past Performance with respect to performance measurement. Know how to assess the Past Performance criterion when reviewing an AmeriCorps application. effective performance reviews, . supported by online tools.. UI’s Talent Management efforts. Efforts to improve performance. Goals and performance. My UI Career. Features and Tools for Staff and Supervisors. Sage R Myers. 1,2. , Heather Wolfe. 1,2. , Aaron J Donoghue. 1,2. , . (1) Children’s Hospital of Philadelphia (2) University of Pennsylvania. TAKE HOME POINTS: . Team performance in. the delivery of CPR is an important metric and impacts compliance . Housekeeping items. Session is being recorded.. Use the chat box to ask questions at any time.. Please silence phones and minimize background noise.. Inform your co-workers that you’re attending this session..