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The SPI framework assesses the maturity and performance of national statistical systems in five key areas, called pillars. The five pillars are:
Data Use: Statistics have value only if they are used. So the first pillar is data use. A successful statistical system produces data that are used widely and frequently.
Data Services: A range of services connects data users to producers and facilitate dialogues between them, thus building trust and a sense of value.
Data Products: The dialogues between users and producers drive the design and range of statistical products and their accuracy, timeliness, frequency, comparability, and levels of disaggregation. The products signal whether countries are able to produce indicators related to the 17 Sustainable Development Goals.
Data Sources: To create useful products, the statistical system needs to draw on sources inside and outside the government. Data collection thus goes beyond the typical censuses and surveys to include administrative and geospatial data as well as data generated by private firms and citizens.
Data Infrastructure: A mature statistical system has well-developed hard infrastructure (legislation, governance, standards) and soft infrastructure (skills, partnerships) as well as the financial resources to deliver useful—and widely used—data products and services.
Each of these pillars is…
Employee Relations(ER) provides education, training, mentoring and guidance to individual employees, supervisors, managers and administrators to address questions and workplace issues for non-Faculty employees.
HR Managers work with department administrators and individual employees on effective employee-manager communications and provide individual coaching to improve employee performance and resolve conflicts and problems before the point of formal corrective action and grievance.
HR Managers advise on and interpret University policies, procedures, regulations, labor contracts, key state statutes and federal laws, and oversee the University layoff, progressive discipline, performance improvement plan, and non-reappointment processes.
Employee Relations services include:
Employee performance reviews are important for every business, but their effectiveness depends on how they are conducted. They can empower your employees to reach new heights – or they could drive them away from your company.
A great review helps your employees identify growth opportunities and potential areas of improvement without damaging employee-manager relations, but writing a strong review isn’t easy. Managers often don’t receive enough guidance on what an effective and comprehensive review looks like.
Compounding the problem, small businesses frequently struggle with limited resources. For a company with 1,000 employees to conduct accurate and helpful performance reviews, a full-time HR staff of 14 is ideal. Even a company with 100 employees needs a full-time individual who compiles performance data from managers, who should spend an average of three hours on each employee review.
An employee performance review, also known as a performance evaluation or performance appraisal, is a formal assessment of an employee’s work in a given time period. In an employee performance review, managers evaluate that individual’s overall performance, identify their strengths and weaknesses, offer feedback, and help them set goals.
Employees typically have the opportunity to ask questions and share…