Manager's Toolkit
Manager's Toolkit
Manager's Toolkit
Dr. Houshmand’s goal is to create an environment where every employee wants to come to work every day. That attitude is not just important but essential if we are to reach the goals that have been set for Rowan University. Each of us must give Rowan University our best each and every day. Our managers are key to achieving that environment.
This webpage was designed to provide the tools that were discussed during the managerial training sessions. Please contact Jeremy Trowsdale (856-256-4291) with any questions.
Performance Management For Managers – This presentation will provide information regarding best practices for completing and delivering performance reviews, as well as explain Rowan’s Managerial Review process from a system/technical perspective.
Recruiting Effective Managers
- Job Description Template
- Search Committee training- all search committee members must complete search committee training once every 12 months. https://adminweb.rowan.edu/PROD/twbkwbis.P_GenMenu?name=homepage
To complete the training:
1. Log in to Self Service Banner
2. Select Employee
3. Select Professional Development
4. Select Search Committee Training
5. Watch video completely
6. Quickly click the confirm button
7. Receive confirmation e-mail of completion
Supervisor's Checklist When Hiring a New Employee
The checklist below serves as a great tool for making sure you are completing all necessary steps when hiring a new employee. The checklist will assist you throughout the entire hiring process, starting with completing new hire paperwork through 6 months after the employee has started. If you have any questions about specific steps on the checklist, please reference the bottom of the checklist for the appropriate contact information.The form below is used to discuss and document goals with a New Hire. These goals are in addition to essential duties a manager must complete to be successful. The Managerial Review cycle runs from July 1 – June 30 each year. The new employee’s hire date will determine if this form should be utilized. For further questions, please contact Jeremy Trowsdale.
New Manager Orientation (All Modules are offered quarterly)
- The goal of this training series is to:
- Provide guidance to new hire managerial employees and employees promoted into that employment class in regards to the Rowan organizational structure including understanding the responsibilities of specific departments & divisions
- Connect them with specific Rowan tools, resources, and contact information
- Facilitate understanding of their role as managers, especially in regards to Rowan policies and procedures
- For further information about the various modules of NMO (HR, Finance, IRT, and Student Affairs), please refer to the main Training page.
Performance Evaluation
To access the managerial form, log into Self-Service Banner.
-
- Select "Employee"
- Click on Employee Dashboard
- Click Manager Employee Menu in the bottom right hand corner
- Select "Managerial Review Form"
The timeline for the 2023 Managerial Performance Review process is listed below:
June 1 – June 30, 2023 – Supervisors of Managerial Employees complete Department/Division Goals and Managerial employees complete self-evaluations by completing the following areas:
Part 1 – Self Evaluation
Part 2 – General Job Duties
Part 3 – Individual Goals/Performance Objectives for Last Evaluation Period
Part 5 – New individual Goals/Objectives
Part 7 – Leadership Competencies
Managerial employees must complete and submit their portion of the evaluation process by June 30th.
Please note: Supervisors can begin reviews once the employee has submitted their self-evaluation.
July 1 – August 11, 2023 – Supervisors finish the evaluations, review them with the Division Heads (if applicable), and hold meetings with direct reports. Supervisors must complete the following areas:
Part 2 – General Job Duties – provide a rating and comments
Part 3 – Individual Goals/Performance Objectives for Last Evaluation Period
Part 4 – Department/Division Goals/Performance Objectives – should be completed in early to mid-June (if applicable)
Part 5 – New Individual Goals/Objectives – review for discussion/recommendations for edits with your direct report(s)
Part 6 – Overall Assessment/Rating – provide a rating and comments
Part 7 – Leadership Competencies – only if edits are needed
August 31 – Last day to finalize all signatures for the reviews (Part 8)
Performance Feedback
- SMART goals handout
- Motivation & Recognition Ideas
- Recognition Toolkit
- Giving Feedback
- 5 Best Practices for Coaching Employees
- How to Give Effective Feedback in the Workplace
Performance Feedback forms
- Glassboro and Camden Campuses ePar
- Rowan SOM http://www.rowan.edu/som/hr/performance.html
Documentation & Disciplinary Guidelines for Represented Employees
- Glassboro & Camden campuses for CWA & IFPTE - Any questions contact Henry Oh x64320 oh@rowan.edu
- Supervisors of AFT employees - Please consult with Terri Drye (drye@rowan.edu) for any questions regarding AFT.
- RowanSOM disciplinary process
- Guidelines for a Performance Improvement Plan (PIP)- Fundamentally, a PIP is a structured communication tool designed to facilitate constructive discussion between the employee and the supervisor. An effective PIP will:
- Specifically identify the performance to be improved or the behavior to be corrected.
- Provide clear expectations and metrics about the work to be performed or behavior that must change.
- Identify the support and resources available to help the employee make the required improvements.
- Establish a plan for reviewing the employee's progress and providing feedback to the employee for the duration of the PIP.
- Specify possible consequences if performance standards as identified in the PIP are not met.