In this post, you can ref useful information about performance review and development. You can ref more materials for performance review and development such as: performance review methods, performance review forms…
Swarthmore’s reputation as one of the finest liberal arts colleges in the world exists and grows because of the dedicated effort and commitment to excellence of its faculty and staff. You were chosen for your position because of your qualifications, abilities, and commitment to the high standards Swarthmore has set for itself.
To assist you in meeting Swarthmore’s standards, you should seek regular advice, counsel, and feedback on your performance. This feedback can come from a number of sources but most frequently it is provided by your supervisor. Your supervisor can provide both positive and corrective feedback to help you achieve excellence in your job and meet the professional goals that you and the College have set. If you ever feel that you are not clear about what’s expected of you or if you’re unsure about how you’re doing, ask your supervisor.
Most departments provide periodic opportunities, at least once a year, for you and your supervisor to sit down and discuss your overall performance, to review the past year, and to set goals and priorities for the next year. These discussions provide an excellent opportunity for you to confirm how you’re doing, to identify issues to concentrate on, and to set objectives for the future. If your supervisor has not approached you with this type of discussion, please feel free to initiate it yourself.
At the time of this writing, Swarthmore does not have a campus-wide performance evaluation procedure. This topic is scheduled to be evaluated in the near future.
Staying current in your field and keeping abreast with changes and new technology is a normal job responsibility we all have. Information and technology are constantly changing and expanding our work demands, as well as our capabilities. Office workers of 20 years ago used technology such as typewriters and ditto machines, while today they master microcomputer software and networked data systems. Needs and priorities change over time and you should be prepared to acquire new skills to help you remain competitive and successful in your current position.
Many employees will have at least one major career change in their working life. If you are interested in exploring new career options for yourself, contact the Human Resources Office.
Transfers and Promotions
One of the ways that individuals broaden and deepen their career experience is through professional moves within Swarthmore. Any move to a position with a different position ID number is considered a position transfer. People transfer to new positions of all sorts; to a lower pay grade, to a different position in the same pay grade, or to a higher pay grade. Employees must be in their current position for a minimum of one year before an application for transfer will be considered.
A lateral transfer is a move to a position with the same or similar job title in the same pay grade. Such transfers provide opportunities to work with new colleagues, to master a different range of skills, or to bring your special skills and experience to a new environment. Lateral transfers do not normally come with a change in pay.
Staff members are often interested in opportunities for professional development through promotion to more responsible positions, either in their current department or in another area of the College. A move is considered a promotion if it places an individual in a position in a higher pay grade, even if the actual salary is not increased.