Chrissy Tluczek – Campus Recreation Assistant Director of Open Recreation Orignial Presentation Created with Assistance From: Angela Caringella – Northern Illinois University Graduate Assistant of Open Recreation Clint Svatos – UCLA Aquatics Coordinator – Staff Development

 Objective #1: Identify ways to motivate students to perform above their job description  Objective #2: Develop multi-dimensional performance evaluations that assesses goal progression and student development in addition to job performance  Objective #3: Recognize that, as supervisors, we have the ability to create holistic learning experiences that can translate both inside and outside of the work environment

 Goal Setting  Team Challenge/Incentive Program  Theory  Group Activity  NIU  UCLA  Performance Evaluations  Wrap Up

Importance of setting a goal Goal categories: Learning Reconsidered 2 competencies

Multiple Components Choosing two goals Why they chose the goals Concrete action steps Supervisor Feedback Revisit throughout meetings

 Purpose: Identifying job-related tasks or activities that enhance students’ competencies and implement a unified approach  It is impossible to separate learning, development, and context  Behavior changes in students over time that result from participation in your programs or the use of your services

 Primary Areas of Student Skill Development  Collaboration  Leadership  An understanding of strategies for organizational development and change

Team flags, names, and colors

 Why do you think it’s helpful to have a team identity?  What are the benefits of having a team identity?

Celebrating individual as well as team accomplishments Rewarding personal development inside and outside of the Rec Center Promoting serving the greater community

 Individual Level  Stars Auction  Campus Recreation garb, conference materials, dollar store items  Team Level  Gift card to go out to eat as a team  “The part that I love the most is being able to bid on different gifts and prizes at the end of the semester. Being the team winners last semester, we got to enjoy going out to eat at one of our favorite restaurants! “

 “Being able to receive stars for subbing, working special events, etc MOTIVATES me to do these things.”  27% Strongly Agree  45% Agree  23% Neither Agree or Disagree  5% Disagree/Strong Disagree

 “I enjoy being part of a team and having our own team identity (i.e. team color, name, and flag).”  35% Strongly Agree  45% Agree  20% Neither Agree or Disagree  0% Disagree/Strongly Disagree

 “What do you like most about the team challenge program?”  “It makes you feel like you are not alone in this. It is always boring to go to a job in which you work alone or there is no sense of community. Every time I see the name tags together in a group, it’s just a good feeling to know others are with you in this.”  ‘I like how your team motivates you to do better, take shifts, pumps you up, and gives you confidence.”  “I like how it makes everyone work harder. No one wants to be the one to let their team down.”  “The team challenge program offers new hires an immediate sense of belonging that would have otherwise come over a longer period of time.”

 3 Parts  Employee Development Program (Individual- Based)  Staff Incentive Program (Team-Based)  Employee Fitness Program  All three are tied together  The programs use a point system

 Individuals will earn points for themselves and team  Any incentive points (kudos) earned first apply to their individual score if less than zero.  Only when their individual points total is zero, can an employee earn points for their team

 Top points earners for a pay period receive an item (Promo Items and Conference Goodies such as t-shirts, water bottles, candy, etc.)  Top points earner for the year will receive UCLA gear (Duffle bag, T-Shirt, Hat, etc.)  Top Team at end of year: All team members will receive $40 Gift Card or $40 added to their Bruin Card for use on anything that accepts Bruin Card Easy Pay.

 Lifeguards were surveyed this year about the employee development program.  Significant data collected for incentive program (collected in October 2012)  Over 85% - Enjoy the current program  50% - Would like to have different teams every quarter or bi-yearly  50% - Would like individual rewards to accompany team rewards (Implemented in January)

ConceptNIUUCLA Incentive and Discipline Programs Two separate systemsInterconnected system Displaying of Team Challenge Progress In depth board that is consistently updated for everyone to see Nothing visual. Kept updated via spreadsheets and ed Quantity of stars/points given for behavior Set number determined by supervisors that is communicated at the beginning of the year Points can be subjective based upon a coworker’s opinion Stars/Points RedemptionIndividual and Team Levels Team Level

 Tying the goal setting into the performance evaluation  Opportunity for student input on evaluation criteria

 Drop down menus for competencies  Ability to add unique ratings  Facility Supervisor comments  Limitations/Changes

 Revisit Goals  Revisit Team Challenge Participation  Employee feedback to us

Chrissy Tluczek