Archive for December, 2010
December 16, 2010
FREDDY GOMEZ ’13 was named to the N.C. Collegiate Sports Information Association College Division All-State Team. Gomez is the Quakers’ first all-state pick since 2005.
The all-star unit is comprised of men’s soccer players from North Carolina’s NCAA Division II, NCAA Division III and NAIA institutions.
Gomez, a 5-6 midfielder, started in 17 of 18 games and led the Quakers with eight goals and five assists, all team highs. He was named First Team All-Region and All-ODAC. In a season highlight, he delivered a crucial score in Guilford’s 2-1 victory over national runner-up Lynchburg College with a breakaway goal in the fifth minute.
Through two seasons with the Quakers, Gomez has 19 career goals and 10 assists.
Gomez helped fifth-year head coach JEFF BATESON’S team to a 10-6-3 overall record (6-3-1 ODAC). Bateson expects as many as 25 letter winners back in 2011, including Gomez.
December 16, 2010
Guilford will be closed for the winter holiday Friday, Dec. 24, through Thursday, Dec. 30, and in observation of New Year’s Day Friday, Dec. 31. Offices will re-open Monday, Jan. 3.
December 16, 2010
The Beacon will resume publication Jan. 7, 2011, after winter break.
December 15, 2010
Thanks to your generosity, Guilford Shares has raised $24,619! Forty-nine percent of full-time employees donated, close to our participation goal of 50%%. The winner of the Shares Cup trophy for participation is the staff division comprised of the following departments: President, Friends Center, Human Resources, and Campus Life. Final donation and participation totals are below.
The Guilford Shares Annual Giving Campaign is established to support non-profit organizations that serve the environmental, arts, human and social resource needs of our community. Through this campaign, Guilford gives back to our community and makes a difference in the lives of countless people and families in Greensboro, North Carolina, and beyond. Three organizations were again part of the campaign: the United Way of Greater Greensboro, Earth Share of North Carolina, and the United Arts Council of Greater Greensboro. These organizations do extremely important work and many people benefit from their wonderful programs.
Donation and Participation Totals. Shares came close to meeting our goals of 50%% participation and $30,000 total donations. We have come a long way since 2005, when we raised $16,970 with 26%% participation, and since 2002, when total giving barely reached $3,000. We continue to set aggressive and increasing goals. The final tallies are as follows:
Total Donations: $24,619
Total Participation: 49%%
“Shares Cup” Trophy Competition. The winner of the Shares Cup for participation rates was the division comprised of the following departments: President, Friends Center, Human Resources, and Campus Life. They will have the prestigious honor of hosting this precious award all year and their departments will be engraved on the cup.
Staff-President, Friends Ctr, HR, Campus Life: 79%% – Winner of the Shares Cup!
Staff-Advancement & Finance: 75%%
Staff-Admissions & Athletics: 67%%
Staff-Facilities & IT&S: 51%%
Staff-Academic Affairs 44%%
Faculty-Social Sciences: 40%%
Faculty-Natural Sciences & Mathematics: 38%%
Faculty-Arts & Humanities: 25%%
Faculty-Bus, Policy, Sports Studies: 20%%
Thank you to Follett and to Meriwether Godsey for donating their products, food, and services.
Thanks to everyone who contributed to making Guilford Shares successful. The hard work of the Shares Tri-Chairs (SONYA MITCHELL-DUFFY, BRIAN WENGER, and JERRY JOPLIN) and Shares Building Representatives has been vital and is deeply appreciated.
Thank you for helping our neighbors during this “season of giving.” Best wishes for happy holidays and a wonderful New Year.
December 10, 2010
Starting in February 2011, upward assessments will be completed for a select group of employees in conjunction with the annual staff performance appraisal process scheduled to begin on Feb. 1. The upward assessment process will involve community participation and provide an avenue for formal input about the selected supervisors.
- Participants will have the option of identifying themselves, or not.
- Between Feb. 8 and Feb. 18, assessments will be completed by direct reporting employees.
- Between Feb. 25 and March 7, we will allow upward assessments to be completed by the community at large.
- Participation by direct reporting employees will be mandatory.
- Participation by all others will be optional, but highly encouraged.
- The select group of employees will not receive their feedback until they have finished evaluating their employees.
December 10, 2010
The timeline for 2011 Staff Performance Appraisal Reviews is as follows:
- Feb. 1: Human Resources will distribute appraisal forms to supervisors/managers by electronic announcement.
-Supervisors/managers review materials and information
-Supervisors/managers begin gathering materials to complete appraisal form
- Feb. 8: Human Resources notifies all direct-reporting employees of the selected supervisors that the electronic upward assessments will open.
- Feb. 11: Supervisors/managers distribute copies of appraisal forms to each of their employees and ask them to complete their portions in time for the appraisal review meeting.
- Feb. 18: Electronic assessments will close for the direct-reporting group.
- Feb. 25: Human Resources will notify the campus community at large that electronic assessments will be open.
- March 3: Supervisors/managers begin preparing annual appraisal form for employees.
- March 7: Electronic assessments will close for the campus community group. All upward assessments must be completed.
- March 14: Supervisors/managers discuss overall outcomes with reviewer and schedule appraisal interview(s) with employee(s).
- April 4: Deadline for completion of appraisal interviews for all employees.
- April 22: Deadline for completion of appraisal form for all employees and return to reviewer for final signature.
- April 29: All completed appraisal forms must be returned to Human Resources.
NOTE: Assessment feedback on randomly selected supervisors will not be disclosed until after all other employee appraisal forms have been finalized.
December 10, 2010
This is the initial notification that the staff performance appraisal and development process for next year will begin on Tuesday, Feb. 1, 2011.
Performance development is a positive, goal-oriented way to improve individual performance on the job. Performance appraisal is the tool by which we recognize improved or sustained performance at all levels of employment. We urge all employees to actively participate in the process.
At a minimum, the performance development and appraisal review should include:
- The mutual review of job responsibilities insuring they continue to accurately represent the employee’s contributing role in departmental objectives and the institution’s overall mission;
- A mutually agreed upon performance development plan which includes a review and discussion of the progress made in accomplishing goals established within prior year performance plans;
- Determination of an individual’s future training needs including necessary resources to achieve the goals as established within the performance development plan; and
- Solicitation and follow-up on suggestions for continuous improvement of organizational processes and systems within which the individual works.
Managers are to meet with their vice presidents/senior administrators in order to discuss the draft appraisals before they are discussed with the individual employees.
As the manager, you should have a copy of the employee’s position description. If you do not, please call Human Resources to request a copy. If we have one, we will send it to you. If not, you must develop the description before you can properly conduct a performance appraisal. If there has been a significant change in the position duties and responsibilities, please work with the employee to develop a new, more accurate description.
This year, we will continue the process of “upward assessment” of a select group of employees. These upward evaluations will allow employees who report directly to these positions to have input on how they feel their supervisors performed during the year. These assessments will be mandatory for direct reports, but optional for other employees and/or students who will be asked to participate.
Besides not requiring anyone to identify themselves, confidentiality ensures that only the supervisors see the forms of the selected employees. It also means that these employees do not receive their feedback until they have finished evaluating their own employees. The electronic forms were selected to speed submission and analysis, and to reduce the use of paper.
December 10, 2010
The B. Davis Scholarship is being offered for 2011 at the amount of $1,000. To apply for free, visit http://www.studentawardsearch.com/scholarships.htm. The deadline for application is May 27, 2011.
December 09, 2010
The Bias Incident Group issued a response to an incident involving offensive graffiti that took place earlier this week. To read the group’s statement, click here.
December 09, 2010
FREDDY GOMEZ ’13 was named to the National Soccer Coaches’ Association of America/Performance Subaru First Team All-South Atlantic Region Team. Gomez is the Quakers’ first all-region pick since 2006 and the first named to the first team since 2004.
The all-region honorees were nominated and selected by NCAA Division III men’s soccer coaches. The NSCAA’s South Atlantic region includes select New Jersey and Pennsylvania schools, as well as colleges and universities in Maryland, Virginia, North Carolina and Georgia.
Gomez, a 5-6 midfielder, started in 17 of 18 games and led the Quakers with 21 points on eight goals and five assists, all team highs. The First Team All-Old Dominion Athletic Conference selection ranked second among league leaders with 1.17 points per game. His 21 points, eight goals, five assists and 0.28 assists per game all stood third in the league.
Through two seasons with the Quakers, Gomez has 19 career goals and 10 assists, the 10th-highest total in the team’s history. His 48 career points in 39 matches rank ninth at Guilford. He is the College’s seventh two-time All-ODAC pick.
Gomez helped fifth-year head coach JEFF BATESON’s team to a 10-6-3 overall record (6-3-1 ODAC). Guilford posted its most wins in a season since 2003 and reached the ODAC Tournament quarterfinals. Bateson expects as many as 25 letter winners back in 2011, including Gomez.