Your growth is important to us at Salt Lake Community College. Through various mechanisms, including our Employee Engagement Survey and Staff Forums, the People and Workplace Culture team has worked to update our Growth, Planning and Support or GPS process. Based on feedback from employees and supervisors, we have made a few changes to our GPS process, effective for Spring 2022:

• Frequency: You are asked to have at least two GPS conversations each year with your supervisor; either you or your supervisor can initiate these.
• Accountability & Acknowledgment: While we will continue to encourage working documents between supervisors and employees, we will be asking you to document each time you complete a GPS conversation using this form. This form will route from the employee to the supervisor, who will then include an overall view of recent performance. The employee will get an email acknowledgement once the supervisor submits the form. We have also received feedback that not everyone knows if they have engaged in a GPS conversation. To ensure both supervisor and employees are in agreement a GPS conversation occurred, the form above will include an acknowledgement by both supervisors and employees.
• Performance: In the form above, we are asking supervisors to communicate and document how you consider your most recent performance (no more than the last 6 months) in one of four categories:
  • Outstanding
    • The employee is working above and beyond position expectations and makes significant contributions to the team/department.
  • Successful
    • The employee is meeting all the positions' expectations.
  • Performing
    • The employee is overall achieving but may have some minor issues that could improve.
  • Needs Improvement
    • The employee needs or is going through a performance improvement plan or corrective action.
• Goal Setting: At SLCC, we strive to be a “model for transformative and inclusive education” and embrace our value of “Learning.” For our GPS process, we are asking each employee (part time and full time) to set a learning goal to advance their knowledge of justice, equity, diversity, and inclusion. Resources and opportunities are available through LinkedIn Learning, Staff Development, and our EDI landing page .

To support you in these important conversations, additional resources are available here on our GPS website. You can also attend a session on giving feedback and setting goals with your team member through Staff Development or learn on your own via LinkedIn Learning.

• Giving and Receiving Feedback
• Asking for Feedback as an Employee
• Building Creative Organizations ( Section 3: Turn blindspots into New Possibilities)
• Coaching Skills for Leaders & Managers
• Diversity, Inclusion & Belonging
• Building Trust

We appreciate all you do for Salt Lake Community College and want to continue to both support your growth and be an organization that engages in feedback conversations.

Talking with your employees and colleagues about their growth at SLCC is a priority and expectation of your role as a Supervisor. For the past few years, you have been asked to meet quarterly with your team members to have discussions, we refer to as Growth, Planning and Support or GPS conversations. Based on feedback from employees and supervisors, we have made a few changes to our GPS process:

• Frequency: You are asked to have at least two GPS conversations each year with your employee. These conversations can be employee or supervisor initiated.

• Accountability & Acknowledgement: While we will continue to encourage working documents between supervisors and employees, we will be asking you to document each time you complete a GPS conversation using Etrieve GPS Acknowledgement form, which the employee will originate. To ensure both supervisor and employees are in agreement a GPS conversation occurred, the form above will include an acknowledgement by both supervisors and employees.
• Performance: In the form above, we are asking you to communicate and document how you rate your employees most recent performance (no more than the last 6 months) in one of four categories:
  • Outstanding
    • The employee is working above and beyond position expectations and makes significant contributions to the team/department.
  • Successful
    • The employee is meeting all the positions' expectations.
  • Performing
    • The employee is overall achieving but may have some minor issues that could improve.
  • Needs Improvement
    • The employee needs or is going through a performance improvement plan or corrective action.

• Goal Setting: At SLCC, we strive to be a “model for transformative and inclusive education” and embrace our value of “Learning.” For our GPS process, we are asking each employee (part time and full time) to set a learning goal to advance their knowledge of justice, equity, diversity, and inclusion. Resources and opportunities are available through LinkedIn Learning, Staff Development and our EDI landing page.

To support you in these important conversations, additional resources are available here on our GPS website. You can also attend a session on giving feedback and setting goals with your team member through Staff Development or learn on your own via LinkedIn Learning.

• Giving and Receiving Feedback
• Becoming A Manager Your Team Loves (Section 5 includes four mini sessions on feedback)
• Building Creative Organizations (Section 3: Turn blindspots into New Possibilities)
• Coaching Skills for Leaders & Managers
• Diversity, Inclusion & Belonging
• Building Trust

Thank you for leading at Salt Lake Community College. Your role as a supervisor and leader for our employees, teams, and students is essential to our mission, vision, and values.