PRD Subcommittee Recommendations:
 

1. Charge one individual in each college and major administrative unit with the responsibility of monitoring the PRD process.
2. Charge the Personnel Advisory Council with responsibility of obtaining information from individuals named in 1) that will help to identify and remedy any weakness in the PRD process.
3. Establish firm deadlines (range) for each step of the PRD process to encourage its timely completion.
• Set expectations:                    April 1 - May 15   (Required by May 15)
• Mid-way feedback:                September 15 - October 31  (Required by October 31)
• Performance review:              February 15 - March 31  (Required by March 31)

 
4. Announce the process for the exceptional merit awards to all employees at least by the mid-way feedback session.
5. Include discussion of PRD in new employee orientation process.
6. Include specific element in supervisory PRD's to detail PRD responsibilities.
7. Require units to establish shared understanding of rating categories and require sufficient support for ratings of "Exceeds" or "Below" expectations.
8. Pilot a supervisory feedback instrument.
9. Re-label two rating categories on the PRD form to alter inaccurate perceptions about the categories.  Specifically, change "Meets Expectations" to "Meets Expectations (Good Performance)" and "Below Expectations" to :Below Expectations (Marginal Performance)".
10. Increase availability of leadership training.
11. Implement supervisory feedback instrument for all supervisors.

1. The University should Strongly support all types of flexible work schedules where employee and supervisor can come to agreement.
2. A comprehensive implementation plan should be devoted by the QWL Coordinating Group and Personnel Services.
3. An expansion of resources to Personnel Services may be required to operationalize the implementation plan.  A designated individual could help employees and supervisors explore flexible work options which would benefit both the employee and the unit.
4. Requests for flexible work schedules should go through an employee's supervisor, with the final decision being made by the unit head.
5. All flexible schedules would be approved initially for a specified period of time, for example, four to six months.

Propose that the University undertake a three year strategy for assessing the quality of work life among faculty and staff.  Year 1 will evaluate services and benefits.  Year 2 will evaluate job satisfaction and work climate, and Year 3 will assess this process and articulate the results.
 

--transcibed from Attachment A of QWL report to campus CQI Council, summer 1998.