Higher education HR leaders must make employee career development a priority while supporting the institution’s short- and long-term business goals. With Oracle Modern Best Practice, you can leverage mobile, social, analytics, big data, and the cloud to easily define an official and tangible performance process that tracks measurable faculty and staff performance goals. Ensure that employee goals align with institution and department-level business objectives, such as improving student retention rates, student recruiting outcomes, and degree program expansions. Use private, secure, social collaboration to draft, review, and finalize individual career goals and update talent profiles when goals are met, such as research project status or competency rating changes. Use insight-driven data to easily identify and track faculty members who are aspiring to achieve tenure and proactively address faculty turnover by identifying scholars who may be at risk of leaving.
Define and align employee goals to institution objectives, such as new degree or specialty programs, research projects, increased enrollment, and satellite campus expansions. Review goal progress with dashboards.
Faculty and staff review career goals in talent profile. Employee shares with manager the first draft of objectives for achieving set goals, such as meeting tenure track criteria, improving student satisfaction and retention, and leading research projects.
Increase the likelihood of employee success by enabling them to use secure, embedded social tools for an ongoing conversation on goals, such as professional designations, committee participation, and (re)certification.
Agree and finalize goals based on feedback.
Faculty and staff conduct self-evaluation to measure performance on goals and competencies. Update talent profile with competency and career goal changes, such as completing a doctoral degree to achieve tenure status.
Employee identifies and asks relevant third-parties—postdoctoral fellows, research project chairs, or partners—to provide feedback on individual performance.
Review third-party feedback, perform a fit/gap analysis on relevant predefined competencies, and update the performance evaluation. Provide performance reviews, finalize evaluation, and update the employee’s career plan.
Proactively manage employee turnover by analyzing factors, such as risk of leaving, tenure status, and performance (specialty courses taught versus student satisfaction scores).