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Institutional Assessment & Research

Item	N	Minimum	Maximum	Mean	Std Dev
[43] Positive or negative reinforcements should be tied directly to performance of stated job criteria.	9	2	5	4.00	1.00
[44] The actual implementation of the evaluation procedures should not vary from department to department.	9	2	5	4.00	1.00
[45] The evaluation process should motivate employees to improve their performance.	9	2	5	4.22	1.09
[46] The evaluation system should contribute to positive job satisfaction.	9	2	5	4.00	1.00

[47] In addition to raises, what else could we use to reward faculty for outstanding or better than average performance?

Job skills training, extended/expanded options for continuing education, flex time, and public recognition
Awards, recognition, gifts
Advancement in job opportunity
Extra time off, esp. such as extended weekends or holiday periods.
An All-expenses-paid course-of-study (NOT PROGRAM) of the employees choice
Job-tools job up-grade; e.g.: new cptr, scanner, desk chair, etc.
OSU memorabilia (sweatshirts, organizers)
None
Small percentage merit increases at the low end of the classified employee wage scale isn't much of a motivational tool.
Depends on how you determine what outstanding or better than average would be. I have some faculty that are very strong technology users and some that aren't, but the ones who aren't are still very good in taking care of students. Do you reward the tech?
Perhaps designated parking places by the month. Recognition through E-notes. Special "FREE lunch" tickets.