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Monday, May 20, 2013
EducationAdminWebAdvisor: Performance Conversations: A Key to Successful Performance Management in Higher Education
Conversations: A Key to Successful
Performance Management in Higher Education
Step-by-step guidance through the most
performance management practices.
Traditional performance appraisal systems can be ineffective
in the collegial environment of higher education. Shared governance,
egalitarianism, and individual responsibility are a part of the belief
system that guides how work is done in colleges and universities. Instead
of the traditional power relationship between a supervisor and subordinate,
deans, directors, department chairs and vice presidents are peer leaders
who work in a collaborative environment of mutual respect. Nonetheless
there still exists a supervisor-subordinate relationship, but how best to
manage that relationship can differ from what we may be familiar with. How
then should colleges and universities harness the potential of every
faculty and staff member, while still making sure that institutional
policies and procedures are being adhered to?
Finding the answer requires a collaborative approach to
employee performance management which involves having "performance
conversations" that foster a shared commitment to institutional goals
and responsibilities. Conversations, instead of evaluations, represent the
underpinnings of a performance management system which seeks meaningful
In this webinar you will:
the key design elements that are necessary to create a collegial
performance management system in higher education.
how to get employees involved in tracking and regulating their own
to recognize common pitfalls with traditional appraisals and what to
how to redefine the supervisor and subordinate relationship to foster
"partners in performance."
how to hold quality "performance conversations" which
- Involving colleagues in meaningful dialogue about their
- Providing feedback and feed-forward without insulting a
- Recognizing how the culture of an institution can be
built into the current performance management system.
how to foster positive relationships built upon cooperation,
collaboration, and communication.
out how to hold positive conversations about the most difficult
how to apply appropriate techniques for faculty and staff performance
Just as a true learning organization enables every student to
learn, grow, and contribute to his or her highest potential, a higher
education performance management system should empower all faculty and
staff members to do the same and still make sure that the goals of
traditional performance management are being met. Achieving these
objectives will encourage faculty and staff to grow, and at the same time
help the institution to reduce its legal exposure from current and former
Please join Christopher D. Lee, Ph.D., SPHR as he explains
step-by-step how to begin having performance conversations and how these
fit with the performance management system you may currently be using.
Scheduled for 90 minutes including question and answer
· $299.00 webinar
· $299.00 CD (Includes full audio presentation, Q&A session and
· $399.00 webinar + CD *Each option may be
viewed by an unlimited number of attendees from the
This program has been approved for 1.5 general
recertification credit hours toward PHR, SPHR, and GPHR recertification
through the HR Certification Institute.
Christopher D. Lee, Ph.D., SPHR.
Who Should Attend?
Deans, directors, department chairs, vice presidents,
administrators, HR, counsel.
YOUR CONFERENCE LEADER Your conference leader for Performance Conversations: A Key to Successful
Performance Management in Higher Education is Christopher
D. Lee, Ph.D., SPHR. Dr. Lee is a human resources practitioner, lecturer,
researcher, and author. His background includes having served as the chief
human resources officer for three different colleges or universities and a
state college system. He is a former question writer and member of the Exam
Review Panel for the PHR and SPHR examinations administered by the Human
Resources Certification Institute (HRCI). His areas of expertise are
employment, training, and performance management -- or, in his words,
"finding, developing, and managing talent in organizations." He
is the author of numerous human resources related articles, chapters, and
two books, including Performance
Conversations: An Alternative to Appraisals. He has recently
completed the manuscript for his next work called Performance Questions: 7 Answers,
30 Minutes, Unlimited Results. He has presented at conferences
and consulted with clients in the U.S., Canada, Australia and South Africa
on HR related topics. He holds a master's degree in HR management, a doctor
of philosophy degree in HR development, and he is also certified as a
senior professional in human resources.