University of Missouri System

Collected Rules and Regulations

Administration

Chapter 20: Organization

20.130 Executive Performance Program

Executive Guideline No. 33, 11/30/04.

1. It is the policy of the University for the President, Chancellors and Vice Presidents to have in place a performance program for all executive personnel who fall under Section A.1.a of Executive Order 6.
   1. The Executive Performance Program should include an individual goal-setting section emanating from respective strategic plans. In all cases, campus planning should support UM goals and planning. Goals should be specific and measurable to the extent possible.
   2. The Executive Performance Program should include a section which evaluates the following specific competencies:
      1. Vision: Set overall vision for the campus or unit based on strengths, values, and role within the System. Articulate the vision throughout the University or unit. Effectively balance competing goals within the System, campus and between campuses.
      2. Influence: Exercise influence to direct, champion and facilitate progress toward goals of unit, campus and System.
      3. Team Building: Build effective and cohesive team(s) working toward the common interests of the University. Help units identify ways they can work together and provide resources to enable them to do so. Encourage teamwork within the context of the unit, campus and system.
      4. Cooperation: Work cooperatively with leaders at the System, campus and across campuses to accomplish the goals of the campus and the System as a whole. Be willing to negotiate to create win-win solutions. Facilitate an atmosphere of cooperation among unit leaders and departments.
      5. Accountability: Consistently deliver expected results. Keep, as appropriate, President/Chancellor/ Vice President informed about campus or unit performance and issues that might affect performance. Hold units or departments accountable for delivering results.
2. The results of each performance program should be on file in the Chancellor’s office and available for review by the next higher authority, e.g., Chancellors should maintain Provosts’ performance plan which should be available for the President’s review at any time. Dean’s performance assessment should be on file in the Provost’s office and available for review by the Chancellor, etc. The President of the University will have access to all performance reviews for individuals whose appointments fall under Executive Order #6.
    
3. This guideline serves to support salary and promotional approvals required under Executive Order 6.