Dear Friend:
I am writing primarily to our staff today regarding our Mission and Culture Initiative which I discussed with the Board of Trustees during the February meetings.
One of the major outcomes from the committee was a revised performance appraisal process. Our goal is to have all employees trained in the process by the end of March 2011. Please note that this process is the result of extensive input from staff on ways through which we can improve the mission and culture of the organization. Overwhelmingly, the response was to focus on a better and more two-way assessment process that promotes open dialog and communication between and among colleagues.
Such a process requires a cultural change – one that looks up and down in the organization; a culture of openness and candid comments for the good of the employee, the employee’s supervisor, the department, as well as the overall good of the organization.
For this process to succeed, we need to hear from you, those who are closest to the work, closest to our guests, closest to the issues that can make or break our organization and community. As you can see from this
performance appraisal performance document, we are asking you to provide us with your honest assessment and feedback. Performance should be assessed on how well you do your job. However, it is equally important that the organization’s management clearly understand what you do; what are the barriers to you doing it better; and what we can do or what we can change to help you to be successful.
Most often, performance issues relate to structural issues – sometimes there is a basic disconnect between the expectations that others have of us and the realities of what we have to work with to meet those expectations – especially time, resources, physical or organizational barriers, etc. Therefore, in order to improve individual and organizational performance, appraisal has to be a two way street – open and honest – and conducted without fear of retribution or retaliation. That is what we are seeking to accomplish.
You have my personal commitment, and that of the Board of Trustees, and the Management Team, that any honest assessment provided by you through this process will be respected and valued. Repercussions for honest and open dialog will not be tolerated under any circumstances.
Some people like to hide behind anonymity in providing critiques of their work situation or workplace. It is natural to want to do this. But such approaches can never lead to constructive change or improvements. My eighth grade teacher, Miss Fogg, engrained in me two basic adages that apply here. She would say every day, "there are always two sides to every story and you better understand both before you give an answer." The other adage came when fearful students would ask her if there was to be a pop quiz that day. Her response: "all life is a test."
The appraisal process that has been developed – by members of the Mission and Culture Committee – is intended to foster understanding of "both sides of the story." Further, it is intended to recognize and respect the fact that your daily life is the test against which you must be assessed. As such, the appraisal tools are a process for engagement, not a final examination for the class!
Together, we are Sea Research Foundation; a team with a global reach and influence well beyond the walls of our Mystic or Ashburn facilities. To fulfill our mission and commitment to ourselves and the world, we must strive to achieve our tremendous potential. We need your engagement in this process – and your feedback. Only you can make this a better place to work, a better place for our guests, a more successful mission of engaging people in understanding the world's ocean environments, and by so doing so, a better world.
If you have concerns as you go through this new process – raise them. Call Donna Zdanis in the Human Resources office or your own supervisor. All questions are welcomed and appreciated. Call me and talk with me directly – as you know I have an open door policy and welcome your observations, input, ideas, complaints, concerns or opportunity to assist you in any way. Thank you for your commitment to our mission and culture. You are highly valued and much appreciated for all that you do.
