ASR strategic area update: Organizational Effectiveness

In this issue, we are featuring the Organizational Effectiveness priority. Several projects are part of this priority currently:

• IDP and Performance Appraisal projects: A staff survey following our fall IDP sessions suggested improvements to the IDP form and process. Those updates are being done and we are now turning our attention to providing resources that will assist both employee and supervisor in making their IDP conversations more successful.
• E2 team: ASR Directors just completed a review of engagement plans and actions for each of their units. They are coordinating training activities across units and OCM has spearheaded a group for supervisors of students. Until now these supervisors have not had a forum for sharing and discussing their work.
• Diversity & inclusion: ASR has started a group to evaluate our processes and structures within ASR, and ensure that we have the best work environment possible. The group just formed last month and is beginning to determine the areas of focus, but will likely look at recruiting and hiring practices, as well as raising awareness on issues of diversity, equity, and inclusion.
• ASR leadership development: Seven ASR employees have completed the Leadership and Talent Development program, “Leading on all Levels” over the past year. Several more are slated to begin this spring. Also, the project management curriculum is up and running with courses being offered monthly. It is designed to create a deeper pool of people who can either lead or participate productively in ASR’s many projects.
• Succession planning: succession can really span the entire career process from hiring and onboarding, to development through transition to other positions, other organizations, or retirement. ASR has begun to work on improving our ability to hire and transition more smoothly. This will include getting our job descriptions better organized, working on the kinds of knowledge, skills and abilities we are asking for, and making hiring more efficient for hiring managers.
• Development team: the development team is reviewing feedback from the most recent event and is beginning to plan the May staff development event.