Wayne State University

Aim Higher

Overview

Wayne LEADS is Wayne State University’s performance management system, currently, for non-represented employees. Its purpose is to engage employees in the process of optimizing WSU operations by aligning employee contributions with the aims of the university and developing employee career potential. The system will focus on achieving measurable results, providing objective performance assessments and establishing a foundation for ongoing, constructive communication between the employee and supervisor. 

Our goals for Wayne LEADS are to...

  • Engage employees
  • Clearly define expectations for performance
  • Optimize WSU operations by aligning department and individual objectives to university mission and goals
  • Achieve measurable results
  • Develop employees
  • Establish a foundation for ongoing, constructive communication between the employee and supervisor
  • Provide objective performance assessments

Wayne LEADS Stands for...

Linked:
Employee’s objectives are linked to the department/unit goals, which are in turn linked to the school/college/division goals, which are in turn linked to the University’s strategic priorities.  The employee’s development plan is linked to the behavioral competency assessment

Employee:
This process is currently for WSU non-rep employees

Assessment:
This process includes assessment at the beginning of the performance year and at the end of the performance year

Development:
Development is a key component of this process as the achievement of the development plan is an integral part of your overall rating

System:
Because all the parts of the process interact and form a unified whole

Wayne LEADS consists of three phases:

 
The Employee Planning, Assessment & Development Form consists of Four Parts
  • Part A: Performance Objective Plan (POP) & Assessment
  • Part B: Competency Assessment
  • Part C: Employee Development Plan (EDP) & Assessment
  • Part D: Summary
Each part does not need to be completed in each phase. Below is an at-a-glance summary of what needs to be completed in each phase:
 
Phase
Part A
Performance Objective Plan (POP) & Assessment
Part B
Competency Assessment
Part C
Employee Development Plan (EDP) & Assessment
Part D
Summary
(October or New hire planning)

X

X

X

 
(March)

X

 

X

 
(September)

X

 

X

X
 
The phases of Wayne LEADS link directly to our annual cycles (strategic planning, budget planning). After strategic priorities for the university are set, the cabinet sets its goals, the schools, colleges and divisions set their objectives to support those goals, the units and departments set their objectives, then the employee and the supervisor develop the employee’s performance plan during the Performance Planning, Phase I. Based on this discussion, the employee will also create an Employee Development Plan (EDP) for the coming year.

During the Mid-Year Progress Review, Phase II, the employee and supervisor will evaluate the employee’s progress and performance against the original objectives.

At the Final Assessment, Phase III, the employee and the supervisor compile the employee’s performance objective and development objective results.

                                       Wayne LEADS Model