|
CONTENTS
KEY
ASPECTS OF FEEDBACK AND DEVELOPMENT CIRCLES
Who & How Often
A Feedback & Development Circle is a formal process aimed at
recognizing and developing performance, based on the constructive
feedback of those connected to the individual’s job. All Berea
College staff with one year of experience in their position complete
a Feedback Circle every two to three years.
What
One’s performance is evaluated by a “circle” of
people who connect to one’s work in a variety of ways. Feedback
Circles include the individual’s direct supervisor and other
key customers who have knowledge about and connection to that work.
The feedback is consolidated and important areas of strengths and
potential areas of development are targeted. The supervisor then
reviews the feedback consolidation with the recipient to collaboratively
design a specific development plan, including objectives, resources,
and follow-up dates.
Performance Criteria
The performance evaluation criteria are the College’s Workplace
Expectations and the Primary Areas of Responsibility of the individual’s
position description.
A Collaborative Process
The employee & supervisor together
review and discuss the feedback consolidation and together agree
on a development plan based on this information. The supervisor
or the recipient, working with People Services, may obtain funding
for development efforts specified in the development plan.
Confidentiality
Individual feedback is kept anonymous. Completed individual feedback
forms, consolidation forms, and the development plans are kept on
file with People Services.
Not a Discipline Process
If the process uncovers a serious performance problem (“serious”
means failure to meet minimal performance standards), then the Feedback
Circle process is stopped and the issue is addressed outside of
the Feedback Circle process.
[top of page]
WHY
WORKPLACE EXPECTATIONS & FEEDBACK AND DEVELOPMENT CIRCLES?
-
Workplace Expectations arise out of Berea College's Great Commitments
and from the College's Learning Goals as described in the strategic
plan, Being and Becoming.
-
Workplace Expectations help us to know that we're all heading
in the same direction with the same objectives.
-
People deserve to know
how they're doing on this journey, and the best people to tell
them
are individuals they work with and interact with every day—their "feedback and development circle."
-
Feedback and development circles provide a process for everyone
at Berea College to receive feedback on the Workplace Expectations
and their specific job performance, and to create a development
plan for their future.
-
Workplace Expectations and job specific skills, together with
feedback and development circles, are a part of the College
community's desire to see everyone have a part of making Berea
College an even better place to work and learn.
[top of page]
STEPS IN
THE PROCESS
-
Notification from People Services
People Services will contact the individual and their supervisor
to begin the process. The recipient and the supervisor identify
and agree on the feedback circle members and meet to review
the recipient's position description. If a position
description does not exist for the recipient, it must be created. (Note
- individuals need not wait for notification; they can choose
to begin the process on their own and alert People Services.)
-
Activate the Circle
The supervisor sends the feedback forms to circle members, along
with a copy of the position description.
-
Write Feedback
Circle members review the recipient’s performance according
to the position description and workplace expectations.
-
Consolidate Feedback
The consolidator (typically the supervisor) reviews the individual
feedback forms to identify themes for recognition and potential
development.
-
Discuss Feedback
The supervisor and recipient meet to review and discuss the
consolidated feedback.
-
Create Development Plan
From the consolidated feedback, the supervisor and recipient
agree on specific development objectives.
-
Sign and File
The supervisor and recipient conclude their meeting by reviewing
the “Affirmation” statement on the Development
Plan and signing their names. Originals of all forms are sent
to
People Services for filing—individual Feedback Forms
in one file, the Feedback Consolidation and Development Plan
in the recipient’s Personnel File. The supervisor keeps
copies of the Feedback Consolidation and Development Plan and
creates a plan for on-going follow up.
- On-going Feedback
The supervisor and recipient meet periodically to review progress
according to the Development Plan.
[top of page]
|
