Abstract
Statement of Problem: The California State Teachers’ Retirement System (CalSTRS) is a quasi-governmental department within the State of California and has significantly improved its Human Resources operations since 2008. One of the greatest improvements, based on statistical data captured by the department’s Workforce Planning unit, is the number of Annual Performance Appraisals and Individual Development Plans that is completed and submitted each year. However, although this number has increased, the quality and purpose of the reports may not be improved upon or achieved, based on employee retention. The purpose of this project is to assist the department by providing a thorough review of the current appraisal process and identifying key gaps, in order to provide recommendations on how to close these gaps. Sources of Data: In completing this project, information was retrieved from the current policies and procedures set forth by the State of California and CalSTRS, best practice research, various performance management related literature, and existing appraisal-related documents. Conclusions Reached: By thoroughly researching and discussing the current gaps that are otherwise difficult to identify and providing recommendations on closing these gaps, the department’s employee retention would increase. The recommendations would also serve as a solid plan for employee development through the appraisal process.