Growth, Planning, and Support

 Memos


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 JEDI 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.

 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 JEDI 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.

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.

GPS Guide

Adobe Acrobat PDF File

 


GPS Template

Microsoft Word Document

 


Etrieve Form

Acknowledgement Form
SLCC Login Required

 


JEDI Resources

Justice, Equity, Diversity, and Inclusion Resources

 


Frequently Asked Questions (FAQs)


  1. What is GPS? 
    1. GPS stands for Growth, Planning and Support. It is a program designed for staff employees and supervisors to engage in conversation about performance, goals and other work involvement. It is the College’s performance evaluation method for staff positions.
  2. Is GPS program voluntary? 
    1. The GPS program is an expectation for all full-time employees. Supervisors are responsible for completing reviews for each full-time employee. It is highly recommended that part-time employees have reviews as well.
  3. How often do we need to complete the GPS? 
    1. GPS meetings are to take place at a minimum of two times a year. Follow-up meetings/check-ins with employees should be as frequent as necessary.  
  4. Who is responsible for submitting the Etrieve form? 
    1. The employee will submit the Etrieve form. From the employee, the form will route 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. 
  5. Can an employee request GPS if the supervisor doesn’t initiate it? 
    1. Yes, an employee may request a GPS meeting with their supervisor. We advise the meeting be schedule with plenty of time for both the supervisor and employee to be prepared.  
  6. May we continue to do the GPS quarterly? 
    1. GPS meetings are a minimum of two times a year, supervisors and employees may elect to do more as needed.  
  7. Is this for full-time and part-time employees? 
    1. We care about the growth, planning and support of all staff employees.   Supervisors are responsible for completing reviews for each full-time employee. It is highly recommended that part-time employees have reviews as well. 
  8. Can I add an attachment to the Etrieve Acknowledgement Form?
    1. Employees can upload attachments. Supervisors will need to return the form the the employee for any attachments.