the people development process
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16-05-2010, 08:14 PM

The People Development Process

An Overview of the Process

The development process involves these three steps:
¢ The employee and supervisor meet to review the current job description and modify the job description, if necessary; they jointly determine the key characteristics of successful performance;
¢ The employee and supervisor complete the Performance Development Foundation for the current period;
¢ Based on the Performance Development Foundation and work priorities for the next period, employee and supervisor draft the Employee Development Plan. Employee and supervisor agree on a timetable to review progress toward each goal.

The People Development Process is based on these principles

¢ A shared understanding between the supervisor and the employee of
o job responsibilities
o performance standards
o performance level
¢ Highly interactive, with employee and supervisor invested in the outcome
o Every supervisor is expected to champion employee development
o Every employee is responsible for his/her own development
¢ Insight into employee effectiveness derived from honest and open feedback from a variety of sources

Core Values in the Feedback Process

Rhodesâ„¢ core values are truth, loyalty and service. These words can be found on the College seal as far back as 1870. In 1922, President Diehl explained the values expressed on the College seal to the student body:

If the principles set forth in this seal are followed and lived up to success is sure to follow. Truth, loyalty and service include so much that one cannot account for with a pen, but if put into practice, these principles will show the way to success and happiness.

Over the years, students, faculty and staff have lived by these values to build Rhodes into the outstanding institution it is today. The basic principles of the People Development Process are derived from truth, loyalty and service. In our jobs, we demonstrate truth, loyalty and service by identifying those people who depend on our performance, seeking feedback from those people and refining our work in response. By adhering to the Collegeâ„¢s core values the People Development Process aims to help every employee be the best that he/she can be for Rhodes to be the best it can be.


In February, 2002, President William E. Troutt announced the formation of the People Development Process Committee and described its purpose:

To help every employee be the best that he/she can be for Rhodes to be the best it can be.

In March 2002, the committee surveyed staff to gain a deeper understanding about how we perceive employee development. Review of the survey results enabled the People Development Process Committee to pursue an employee development model that addresses the needs of Rhodes staff. Overwhelmingly, the survey results highlighted the need for regular feedback (at least annually) and flexibility in timing and format of the formal development process.

Staff Success Factors

The Collegeâ„¢s core values of truth, loyalty and service are the basis for establishing the Staff Success Factors in the People Development Process:

¢ Service - to people inside and outside the College;
¢ Teamwork “ work effectively with colleagues from all levels and backgrounds;
¢ Communication “ address key issues and share important information quickly and effectively.

Division and Department Success Factors

In addition to Staff Success Factors, each department or function should add other factors important to success in each position or group of positions. Important is the key word and the number should be limited.


Workloads for different divisions/departments vary significantly. Therefore, each division/department will establish its own timetable for completing the People Development Process for its employees and should contact Human Resources once the timetable is determined. This process will be conducted at a minimum of one time per year with each employee. The People Development Process will begin July 1, 2003.

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