Spurred by campus irregularities regarding human-resource protocol, the University of Wisconsin-Madison Academic Staff Assembly debated clearer language at a meeting Monday.
The plan for a new HR system was initially introduced in November 2012, but its goals were never brought to fruition.
New language clarifies expectations within performance management, including goal-setting for employees and holding continuing conversations regarding expectations.
Assembly members expressed concern that new policies would impede on current department procedures in place and would also take time away from primary responsibilities.
Staff representatives also relayed concerns from within their districts that changes would restrict protocol flexibility within departments, within which there are characteristic differences.
Bob Lavigna, UW-Madison director of human resources, said the proposed performance-management approach does not specify the form of conversation, but rather that the conversation itself is taking place.
“We believe that [the approach] allows a great deal of flexibility,” Lavigna said. “We’re not attempting to do much to prescribe these conversations, except that they occur on a regular basis.”
Lavigna added the structure aims to not just evaluate staff performance but develop greater relationships between the employee and employer.
Academic Staff Executive Committee member Jeff Shokler said the changes would ensure the presence of a “baseline level of consistency” with performance reviews throughout university departments.
“I really see this as an opportunity for the institution to grow, to change [its] culture,” Shokler said. “The big win, I think, is for the institution as a whole.”
Shokler also said the increased clarity in performance-review practice could lead to staff having a higher sense of accomplishment and better idea of future opportunities.
ASEC will make changes to the proposed plan, incorporating concerns from staff members, and will present at the next Assembly meeting in May.
