Organization Performance Excellence

 
“Achieving success through individual performance and organizational effectiveness”

Mission

Our mission is to support the university through the development of management capability and team oriented leaders who create and foster a culture that maximizes our human capital directed at achieving the university’s new 2020 Vision and short-term operational goals.

Vision

Our vision is to prepare and develop NJIT employees, for the role they are in and the role they aspire to, in order to create a high performance culture and a great place to work resulting in exceptional service to students and the entire NJIT community. We will support the University through strategic and integrated talent management to build the behavior, skills, and knowledge needed to achieve strategic success.

Goals

Organization Performance Excellence will promote and support employee development and organizational effectiveness by providing high-quality training, career advice and leadership development programs.  We will provide staff opportunities to gain the knowledge, skills and experiences to enable their contribution to the 2020 Vision.  We will support staff in understanding and demonstrating NJIT’s values and behaviors.  We will support the Leadership Team in developing a culture of innovation and engagement, one that furthers NJIT’s reputation as a great place to work and study.  We are committed to supporting the continued growth and development of NJIT’s people.

To achieve the above, we will:

  • Identify long and short-term organizational and individual development needs.
  • Assess and monitor talent.
  • Develop and implement solutions.
  • Manage and monitor the process.
  • Improve focus on all aspects of customer service.
  • Improve and simplify internal processes.
  • Enhance the culture and build a “great college to work for” environment.

Managing Successfully at NJIT

(2 hours) This program is designed to assist managers in their understanding and application of key Human resource policies, procedures, and practices that managers need to know to successfully manage staff during their employee “life cycle”, from pre-hire through separation.  The program also discusses a manager’s responsibility for FMLA and HIPPA.  For managers with bargaining unit staff, this program is expanded (2 hours) to include:

  • Grievance procedures
  • Discipline and discharge
  • Time off and leaves
  • Performance evaluation
  • Employment process and on-boarding
  • Seniority and Overtime
  • Reorganizations/Layoffs and Bumping Rights
  • FLSA, overtime and time tracking requirements
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Delegating For Shared Success

(4 hours) No other responsibility distinguishes a managerial role from others more than delegating tasks and projects. Delegation is the linchpin between staff, their managers, and results. When poorly executed, delegation negatively impacts productivity and leaves staff feeling frustrated and set up for failure. On the other hand, when done well, delegation taps in to the full capability of others, building confidence and enhancing relationships. With sound delegation practices in place, managers can focus their attention on value-added activities like removing performance barriers, planning, and continuous improvement. At the end of this module, participants will be able to:

  • Assess delegation challenges and skills to understand their own delegation style.
  • Evaluate what work must be done alone versus what can/should be completed through others.
  • Plan tasks to delegate and align the tasks with the appropriate staff.
  • Conduct a delegation conversation that results in the employee understanding the task, how it fits into the big picture and expectations.
  • List follow-up actions that can be taken to ensure delegation success.
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Providing Constructive Feedback

(3 hours) Staff needs regular feedback from their manager to know how well they are doing. Providing constructive feedback not only helps solve problems, but also can work to prevent potential performance problems from growing to the point where they have a negative impact on others and the organization. At the end of the module, participants will be able to:

  • Define and describe constructive feedback.
  • Identify opportunities to provide constructive feedback
  • Recognize the challenges and benefits of providing constructive feedback.
  • Evaluate their current level of effectiveness at providing constructive feedback.
  • Demonstrate a set of key actions for providing constructive feedback to others.
  • Conduct constructive feedback conversations that result in action toward improved performance.
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Correcting Performance Problems

(eLearning module-1.5 hours) The pressure for speed, productivity, and bottom-line results has never weighed more heavily on organizations than now. Managers must ensure that everyone takes responsibility for performing his or her job as effectively as possible. Employees need training and coaching so they can manage their own performance. When these approaches aren’t enough, managers need to step in and take prompt and decisive action. At the end of the module, participants will be able to:

  • Recognize why managers delay correcting poor performance.
  • Describe the consequences of delaying action to correct poor performance.
  • Identify performance situations in which to take action.
  • Explain the benefits of thorough preparation when planning a discussion about poor performance.
  • Demonstrate a set of key actions for correcting performance problems.

Conduct focused conversations about poor performance that result in action toward improvement.

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Resolving Conflict WithIn Your Team

(3 hours) When individuals work together, differences in opinions, work styles, and personalities will occur; these difference often lead to conflict. While team conflict can be constructive, left unchecked team conflict can become an obstacle to both individual and team performance. This program is designed to help managers develop the skills to resolve the conflicts within their team that are hindering the performance and ability to produce results. At the end of the module, participants will be able to:

  • Identify behaviors that can fragment a team and negatively impact productivity
  • Demonstrate a set of key actions for resolving team conflict
  • Successfully manage unproductive reactions when dealing with team issues
  • Determine when leader-led or team-member led resolutions are most appropriate
  • Describe how to support team members in addressing conflict themselves.
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Offering Rewards and Recognition

(3 hours) While what actually motivates employees has been the subject of debate for a long time, this program will provide the participants with a common understanding of how rewards and recognitions work to increase employee competence, strengthen relationships, and encourage internal motivation in others, leading to higher levels of productivity. At the end of the module, participants will be able to:

  • Offer rewards that foster employee motivation
  • Offer spoken and written recognition that supports employee motivation
  • Sustain motivation by helping employees identify their own contributions
  • Encourage collaborative effort through recognizing team performance
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Project Management

(2 days) This course introduces the concepts, processes and knowledge areas of project management in a 14-hour class that includes individual and team exercises, case studies and discussion. Through this experience, participants will build a foundation for further study in an enjoyable fast-moving environment. At the end of the program, participants will:

  • Become more sophisticated in their understanding of project management as a discipline and will gain experience using the skills and tools of the project manager.
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Managing Customer Service Best Practices

(2 hours) Managers are responsible for creating and managing processes, practices, and staff in ways that ensure excellent customer service. Learn how to ensure excellent customer service as a manager by:

  • Creating a customer service culture
  • Having a complete view of customer cycle
  • Enhancing and communicating customer service strategy
  • Hiring the right people
  • Strengthening customer service skills of team
  • Making sure employees are engaged
  • Improving customer interactions, and
  • Giving customers ways to provide feedback
  • Describe problem-solving techniques and identify solutions to customer complaints.
  • Identify appropriate responses to recurring customer complaints.
  • Demonstrate strategies for dealing with difficult customer situations.
  • Explain the importance of follow-up in customer service.
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Conducting Collaborative Performance Reviews

(3 hours) The formal performance review can be an extremely powerful tool for managers. This is especially true today, when staff work more independently and there are few opportunities for the manager and employee to step back, look at what’s happened, and decide where to go in the future. This module presents a collaborative approach to the formal performance review. Participants learn how to prepare employees for a review, how to manage expectations during the session, and how to create an atmosphere that encourages openness about concerns and plans for the future. At the end of the module, participants will be able to:

  • Prepare for focused and collaborative performance review meetings.
  • Help employees prepare for performance review meetings.
  • Give their perspective of performance by focusing on core points.
  • Overcome major performance disconnects with employees.
  • Increase employee motivation, learning, productivity, and ensure collaboration throughout the year.
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Family and Medical Leave Act (FMLA)

(1 Hour) Family and Medical Leave Training provides the tools to teach participants about the Family and Medical Leave Act of 1993 and their responsibilities under the Act. Participants will benefit from this training, since anyone can be affected by conditions that might require FMLA leave. Understanding the FMLA will help participants know when leave is an option and how to request this leave through our Human Resources department here at NJIT. At the end of this training, participants will be able to:

  • Understand the purposes of FMLA
  • Explain the reasons for which an employee is allowed to take FMLA leave
  • Recognize who is an eligible employee
  • Define “key employees”
  • Explain the FMLA provisions
  • Discuss employer and employee responsibilities during the process of providing the need for leave
  • Cover the issues of employment and benefits during leave
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Addressing Emotions At Work

(3 hours) Emotions are as much a part of the workplace as the air we breathe. Happiness, surprise, frustration, anger—they are all there and more. Emotions play a role in the choices we make and actions we take. Directed emotions can motivate, inspire, and add positive intensity to our work. When strong emotions leave our control, or “run away,” our personal productivity and the productivity of others suffers. Key relationships in are damaged, making it even harder to maintain necessary focus. Individuals who take the initiative to stay on top of their own emotional reactions and help others to do the same have a positive impact on productivity, relationships, the overall atmosphere of the workplace, and their personal well-being.

At the end of the module, participants will be able to:

  • Identify the impact of emotions on their own productivity.
  • Be more aware of factors that cause their emotions to intensify, so they can manage them more effectively.
  • Choose and apply techniques to address their own strong emotions, so they can focus on getting work done.
  • Know when it is useful and appropriate to take positive action to help others manage their emotions.
  • Respond to the strong emotions of others in a constructive and objective way.
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Resolving Conflict With Peers

(3 hours) The more people have to depend on each other to achieve results under pressure, the higher the instance of conflict. Given the complex web of inter-relationships that exists in our work environment today, there is ample opportunity for conflicts, big and small, to arise. Conflicts can show up as minor disagreements or heated debates. However they present themselves, mishandled conflict situations damage work relationships and deplete personal energy and focus causing productivity to decrease.

At the end of the module, participants will be able to:

  • Work toward reducing the impact that conflict has on productivity and work relationships.
  • Get a clear picture of the causes behind a conflict.
  • Prepare to address conflict with a resolution mindset.
  • Talk through a conflict situation objectively and non-defensively.
  • Develop first steps and trial solutions to begin to resolve a conflict.
  • Follow through to keep momentum toward a solution.
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Time Management

(3 hours) Time management is more than just managing time. It is about controlling the use of the most valuable, and under-valued, resource. This program provides individuals with tools and techniques to identify individual time management goals, explore time management tools and techniques, and develop Individual Action Plans for addressing barriers to time management.

At the end of this module, participants will be able to:

  • Identify barriers to successful time management.
  • Articulate and evaluate individual time management goals.
  • Evaluate how their time is spent utilizing an Activity Time Log.
  • Discuss time management tools and techniques, including prioritization; scheduling; optimum work times.
  • Recognize and eliminate time wasters.
  • Describe techniques to manage procrastination.
  • Identify approaches to managing heavy workloads.
  • Develop Individual Action Plans for addressing barriers to time management.
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Building A Constructive Relationship With Your Supervisor

(2 hours) This program emphasizes the importance for building and maintaining a good relationship with one’s supervisor and outlines the “why” and “how” to accomplish this sometimes challenging task. During this module, participants will review skills which will help them to:

  • Confirm current priorities with their manager
  • Ask the manager for specific feedback on how things are going
  • Find out about supervisor’s current priorities
  • Identify possible ways to support supervisor’s priorities
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Customer Service

(3 Hours) An excellent service ethic is essential to the success of any organization. This program gives an overview of customer service philosophies and best practices. It provides skills practice on how to incorporate outstanding service in everyday workplace interactions.

At the end of this module, participants will be able to:

  • Define customer service and its major components.
  • Explain NJIT’s service philosophy.
  • Identify NJIT’s internal and external customers.
  • Demonstrate rapport-building techniques.
  • Exhibit customer service communication skills.
  • Describe problem-solving techniques and identify solutions to customer complaints.
  • Identify appropriate responses to recurring customer complaints.
  • Demonstrate strategies for dealing with difficult customer situations.
  • Explain the importance of follow-up in customer service.
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Hiring Process and Onboarding Review

(1 hour) This program is designed to assist hiring managers, those involved in search committees and interviewing, and administrative staff on the hiring process. The program discusses how to post jobs, interviewing techniques, extending offers and the background screening process. The program also discusses how to properly onboard new employees, which strategically integrates new employees into their work environment, which helps them perform better in their roles, sooner. 

At the end of the module, participants will be able to:

  • Have a clear understanding of the steps involved in hiring at NJIT
  • Learn interview techniques
  • Understand the background screening process
  • Understand their role in onboarding new hires
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Performance Review Process (Non-Aligned)

(2 hours) Good, effective performance management is a key element in the morale and retention of our best people and a key responsibility for managers. As such, this program is designed to help staff view the performance review process as a tool to help them maximize their performance as employees. The session will also establish clear links between individual performance and the strategy and goals of the University and show how improved communications and feedback between managers and staff improves productivity through open and honest performance related discussions. At the end of the module, participants will be able to:

  • Understand and navigate the web-based performance review system
  • Promote the objectives and importance of performance management
  • Establish goal setting and communicate performance expectations
  • Evaluate actual performance against expectations
  • Describe the performance management cycle
  • Write accomplishment statements
  • Describe both manager and staff responsibilities in the process
  • Provide on-going performance monitoring and feedback
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Performance Evaluation Process (PSA)

(2 hours) Good, effective performance evaluation is a key element in the morale and retention of our best people and a key responsibility for managers. As such, this program is designed to help staff view the performance PSA evaluation process as a tool to help them maximize their performance as employees. The session will also establish clear links between individual performance and the strategy and goals of the University and show how improved communications and feedback between managers and staff improves productivity through open and honest performance related discussions. At the end of the module, participants will be able to:

  • Understand and navigate the PSA performance evaluation system
  • Promote the objectives and importance of performance management
  • Establish goal setting and communicate performance expectations
  • Evaluate actual performance against expectations
  • Describe the performance management cycle
  • Write accomplishment statements
  • Describe both manager and staff responsibilities in the process
  • Provide on-going performance monitoring and feedback
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Goal Setting And Establishing Performance Expectations

(2 hours) 2020Vision has renewed our focus and emphasis on measurement and metrics. As a result, all full and part-time staff members are expected to have performance goals and expectations each fiscal year. These goals will serve as the basis for a mutual definition – between you and your manager – of success and will be basis for the end-of-year performance review. At the end of the module, participants will be able to:

  • Establish clear links between your performance goals and the strategy and the 2020 Vision strategic plan
  • Write SMART performance goals and expectations
  • Clearly identify performance measures
  • Clearly identify how goals will be achieved
  • Write an Individual Development Plan
  • Understand the difference between performance and development goals
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Performance Review Process (Non-Aligned)

(2 hours) Good, effective performance management is a key element in the morale and retention of our best people and a key responsibility for managers. As such, this program is designed to help staff view the performance review process as a tool to help them maximize their performance as employees. The session will also establish clear links between individual performance and the strategy and goals of the University and show how improved communications and feedback between managers and staff improves productivity through open and honest performance related discussions. At the end of the module, participants will be able to:

  • Understand and navigate the web-based performance review system
  • Promote the objectives and importance of performance management
  • Establish goal setting and communicate performance expectations
  • Evaluate actual performance against expectations
  • Describe the performance management cycle
  • Write accomplishment statements
  • Describe both manager and staff responsibilities in the process

Provide on-going performance monitoring and feedback

Back To Top

Performance Evaluation Process (PSA)

(2 hours) Good, effective performance evaluation is a key element in the morale and retention of our best people and a key responsibility for managers. As such, this program is designed to help staff view the performance PSA evaluation process as a tool to help them maximize their performance as employees. The session will also establish clear links between individual performance and the strategy and goals of the University and show how improved communications and feedback between managers and staff improves productivity through open and honest performance related discussions. At the end of the module, participants will be able to:

  • Understand and navigate the PSA performance evaluation system
  • Promote the objectives and importance of performance management
  • Establish goal setting and communicate performance expectations
  • Evaluate actual performance against expectations
  • Describe the performance management cycle
  • Write accomplishment statements
  • Describe both manager and staff responsibilities in the process
  • Provide on-going performance monitoring and feedback
Back To Top

Goal Setting And Establishing Performance Expectations

(2 hours) 2020Vision has renewed our focus and emphasis on measurement and metrics. As a result, all full and part-time staff members are expected to have performance goals and expectations each fiscal year. These goals will serve as the basis for a mutual definition – between you and your manager – of success and will be basis for the end-of-year performance review. At the end of the module, participants will be able to:

  • Establish clear links between your performance goals and the strategy and the 2020 Vision strategic plan
  • Write SMART performance goals and expectations
  • Clearly identify performance measures
  • Clearly identify how goals will be achieved
  • Write an Individual Development Plan
  • Understand the difference between performance and development goals
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Consulting Services

Organization Performance Excellence offers a variety of consulting services, including retreat design and facilitation, team building design and facilitation, customized training design and delivery, process change consultation, and coaching services and referral.

Resource Guides

Click on the links below to access our various guides / documentation

NJIT Performance Review Guide