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Communications
Maintaining effective communications with employees is a high priority of the university and the Department of Human Resources. Twice a year (in August and January), human resources sponsors an all-college meeting at which the president and members of the senior staff present information regarding the organization's strategic objects and major initiatives for the year.
Human resources also sponsors informational seminars for employees in addition to publishing a monthly employee newsletter, the Open 'Gate, which contains information of interest to the campus community.
Personnel Advisory Council
The Personnel Advisory Council (PAC) was established to promote more effective and direct communication between support staff members and the administration. Through council meetings, administrative staff who serve as members of the council present information, changes in policies or procedures, and concerns. The employee representatives provide suggestions, comments, and concerns.
The council, chaired by the associate vice president for human resources, serves as a forum for discussion and may present recommendations to the president for consideration.
Administrative representatives
Lori Chlad, director of human resources
Bruce Selleck, interim provost and dean of the faculty
Ephraim Woods, associate professor of chemistry
Staff representatives
Renee Chapin, coordinator for the center for learning, teaching, and research
Holli Hadlock, clerk, mail services
Kate Higgins, admission administrative assistant
Beth Holcomb, administrative assistant, athletics
Angela Kowalski, administrative assistant; clifford art gallery assistant
Bonnie Kupris, electronic reserves coordinator
Marnie Manwarren, administrative assistant, economics
Heather Payne, administrative assistant, advancement - parents' fund
Next meeting: May 22, 2012
Meeting minutes
March 2012 (PDF)
January 2012(PDF)
December 2011(PDF)
October 2011(PDF)
May 2011(PDF)
April 2011(PDF)
March 2011 (PDF)
December 2011(PDF)
October 2010 (PDF)
May 2010 (PDF)
January 2010 (PDF)
December 2009 (PDF)
November 2009 (PDF)
October 2009 (PDF)
April 2009 (PDF)
March 2009 (PDF)
February 2009 (PDF)
January 2009 (PDF)
December 2008 (PDF)
November 2008 (PDF)
October 2008 (PDF)
September 2008 (PDF)
April 2008 (PDF)
March 2008 (PDF)
February 2008 (PDF)
October 2007 (PDF)
September 2007 (PDF)
February 2007 (PDF)
Performance management
We believe that people want to work hard, perform well, and know that their efforts are appropriate and appreciated. Staff deserve our open, candid, and constructive feedback. The purpose of conducting performance reviews is to improve communications, recognize achievements, and motivate and improve performance.
In order to have an effective evaluation system, there must be genuine, active interest in ensuring that candid discussions do take place, that supervisors take time to observe performance and provide feedback, and that employees understand what is expected of them.
Performance management should be an ongoing activity consisting of regular, timely, constructive feedback and active coaching. For more information see Guidelines for Performance Management and Review.
Employee recognition and events
Each year the university formally recognizes the services of staff who have completed five and 10 years of service at a reception. All staff who have completed 15, 20, 25, 30, 35, and 40 years of service are celebrated at a special service awards banquet held each year in the spring.
A number of events are held throughout the year for employees, including a support staff reception, Spirit Day (an annual employee picnic), as well as gatherings for retirees.