Performance

The performance of the university rests with the performance of its people, and it is the people who are vital to the quality, productivity, and reputation of the University. The relentless pursuit of the priorities identified in the strategic plan will be at the heart of the activities related to performance of the University of Windsor, and efforts need to be centred on having as many people as possible believing that their efforts are contributing to our success:

1. Continue to be a visible champion for the all faculty, staff, and students, encouraging a positive climate and pride in their accomplishments and in what the University of Windsor is doing.
    
2. Directly engage in labour relations where strategically necessary, particularly as they relate to staff. While there has been some positive movement regarding overall morale, collective bargaining remains a challenge, and the negative and targeted impact of Bill 16 on our non-unionized employees is a significant factor that will have to be reckoned with in March of 2011/12, when the 2-year reach of the legislation supposedly reaches its lifespan. Actions in Strategic Priority #3, recruiting and retaining the best faculty and staff, must be pursued, and it will be important for the President to be seen to be leading those efforts and championing them.
    
3. Continue efforts to build a cohesive administration team, including an executive retreat in late August. The need for teamwork cannot be underestimated, and efforts need to be on-going to strive for trust and co-operation among all members of the senior team, including deans and directors.
    
4. Support the Director of Human Rights, Equity and Accessibility to create tighter policy frameworks regarding hiring practices to ensure that we are making progress towards having a diverse work force where opportunities or the work environment is not compromised because of gender, skin colour, or country of origin.