Review

Introduction

Review is Step I in the Annual Plan Development process.  The purpose of Review is to prepare to design the employee’s Annual Plan in a way that contributes to OSU and the work unit.

Through the review process, the supervisor and employee develop a shared understanding of OSU and work unit strategy and business needs. Then, they consider contributions the employee can make. 

Graphic laying out the annual development process, highlighting "review" stage
Strategy Review

Strategy includes OSU-wide and work unit-specific vision, mission and values, as well as strategic plans and initiatives.  Work completed by work units and individual employees must contribute to strategy. So, during Strategy Review, the employee and supervisor review strategic documents to develop a shared understanding of how the employee’s work relates, and contributes, to strategy.

Instructions for Supervisor & Employee
  1. Locate the following documents.
    1. Vision, Mission & Values - A document that compiles all into one place, OSU Vision, Mission & Values, is provided for your convenience.
    2. SP4.0: Transformation, Excellence and Impact - This is OSU’s strategic plan. All work units must contribute to its realization.
    3. Innovate & Integrate: Plan for Inclusive Excellence - This is OSU’s strategic plan for diversity. All work units must contribute to its realization.
    4. Your work unit strategic plans and initiatives. Look for strategic plans and initiatives for your department/college and your work unit. Your work unit and employees must contribute to their realization.
  2. Use the Vision, Mission & Values Exploration Tool to:
    • develop a shared understanding and language about Vision, Mission and Values, and
    • identify the unique contributions your work unit and the employee make to realize the Vision, Mission and Values.
  3. Review strategic plans and initiatives to identify:
    • How the work unit contributes.
    • How this employee can contribute.
Business Needs Review

Business Needs refers to the resources, roles and responsibilities, employee and unit capacity, etc. required to fulfill work unit goals, objectives and requirements.  In the Business Needs Review, the supervisor and employee review the work unit’s business needs to develop a shared understanding of how the employee’s work relates, and can contribute, to addressing those needs.

Annual Business Needs Analysis

It is recommended that the supervisor conduct an annual business needs analysis to align work unit resources with institutional requirements.  This knowledge equips the supervisor to lead the Business Needs Review conversation with all employees as part of their Annual Plan Development process.  Check within your department and at OSU for existing systems to complete this analysis. Some things to consider when you complete the analysis include:

  1. Consider regular operations, new initiatives and work:
    • How much FTE will be required
    • What kinds of skills will be required
    • What are the gaps in FTE and skill requirements
    • How will those gaps be addressed?
  2. Consider required redundancies in the workforce to ensure business needs can be met.
  3. Consider required cross training to build redundancies.
    • Determine time and resource requirements for cross training
  4. Identify bottle necks in processes that need to be addressed.
Instructions for Supervisor

The supervisor will lead this conversation with the employee. To prepare for the conversation:

  1. Examine the results of the business needs analysis to identify;
    • how the employee’s position relates to specific business needs, and
    • specific performance requirements and opportunities for this person.
  2. Identify topics for the conversation. The following is a list of suggested potential topics.
    • Discuss recent business review initiatives completed.
    • If applicable, discuss unit realignment that could impact short-term workload in order to continue meeting business need.
    • Be clear on the role and responsibility for the next quarter or half through the fiscal year. Define expectations and the reasoning behind the expectation.
    • Explain how the role is important to the OSU and college/department vision, mission and values as well as work unit principles.
    • Be clear that priorities could change and business need may be adjusted. There is an opportunity for assessments.
    • Recognize that there may be project goal established to meet short-term and immediate needs.
  3. Plan the conversation.
    • Review work unit’s short- and long-term business needs.
    • Talk about how the employee’s position relates to specific business needs. This will help the employee to see their contribution, and value, to the work unit.
    • Talk about employee performance requirements and opportunities related to business needs.
    • Discuss the other topics selected by the supervisor.
    • Inform the employee that this conversation will be part of your deliberations when you review the employee’s Position Description.

 

Next Step: Position Description Review