Blia Vang

Lawrence University was excited to welcome Jim Krantz in December 2018 to work with two campus groups, Life After Lawrence and Brokaw Central, on Responsibility Charting. This workshop was a two day training that focused on how responsibility charting can assist them in the work they do.

Responsibility Charting is a tool for improving decision-making.  It also:

• Improves accountability and sharpens patterns of delegation;
• Provides a shared, effective language about authority and responsibility, and;
• Clarifies roles amongst individuals, units, departments, or divisions

The Responsibility Charting webpage can be found here. The webpage will provide additional information on Responsibility Charting, as well as resources available from Jim Krantz’s visit. If you are interested in bringing Responsibility Charting to your office, please contact one of the following individuals:

Student Supervisors, please begin posting your summer employment opportunities through Lawrence Link!  All summer jobs should be posted through Lawrence Link, contact the CLC should you have any questions on posting through Lawrence Link or Andy Robinson for general questions on the summer employment process.

We are excited to share the creation of a taskforce to evaluate the staff performance review process at Lawrence.  This taskforce will be charged with exploring and assessing best practices and emerging trends in performance evaluations and providing recommendations that will impact all University staff.  The taskforce will include individuals from each cabinet group to provide a diverse campus perspective.

Topics will include:

• Frequency
  • How often should performance reviews be completed for Lawrence University staff?
• Timing
  • During what time of the year should performance reviews be completed?  What amount of notice is needed for supervisors to feel these can adequately be completed?
• Format
  • In what format(s) should performance reviews be completed? How will the performance evaluation be documented?  What, if any, evaluation criteria should performance review documentation contain?  Should a self-assessment be required?
• An Additional Review for Newly Hired Staff
  • Should a performance evaluation for new staff be created?  For example, a 90-day performance evaluation.

The time asked of taskforce members will be a short-term commitment.  There will be four taskforce meetings during February and March which you will be asked to attend.  If you have any questions or are interested in serving on this taskforce, please contact Lindsay Kehl by Monday, January 28, 2019.

As part of the Learning at Lawrence training series, we are excited to announce two different learning opportunities available on February 21, 2019, facilitated by Katie Rasoul.

TIME 1: Defining & Achieving Your Goals – This 90 minute workshop will provide you with knowledge & skills to set and achieve goals while overcoming roadblocks.  This session is open to all members of the campus community. RSVP here as spaces are limited.

TIME 2: Better at Feedback: Honest Conversations using Coaching – This 3 hour workshop will focus on how to effectively provide candid and impactful feedback.  Different methods and coaching approaches will be shared as you grow and enhance this skill set.  This session is open to all member of the campus community, but may be most beneficial to those in (aspiring) leadership or supervisory capacities.  RSVP here as spaces are limited.

Please contact Blia Vang in the Human Resources office should you have any questions, we look forward to learning with you!

Student Supervisors, please begin posting your summer employment opportunities through Lawrence Link!  All summer jobs should be posted through Lawrence Link, contact the CLC should you have any questions on posting through Lawrence Link or Andy Robinson for general questions on the summer employment process.