UMass needs to raise more than $100 million fund continued expansion and upgrade

Question

UMass needs to raise more than $100 million fund continued expansion and upgrade of the campus, including the construction of a new science center. The Development Office plans to hire 15 members of the Class of 2015 to help raise this money. These 15 new staff members will be assigned to UMass’s various Colleges (College of Management, Arts & Sciences etc.) and report jointly to a dean and the head of the university’s development office. Describe the key elements of an incentive, compensation, and performance measurement system for these new development staff members and advise the director of development how he can avoid the perils of “Rewarding A While Hoping for B.”

Explanation / Answer

UMass needs to raise more than $100 million funds continued expansion and upgrade of the campus, including the construction of a new science center. The Development Office plans to hire 15 members of the Class of 2015 to help raise this money. These 15 new staff members will be assigned to UMass’s various Colleges (College of Management, Arts & Sciences etc.) and report jointly to a dean and the head of the university’s development office. The key elements of an incentive, compensation, and performance measurement system for these new development staff members should be

I would like to suggest the director of development to avoid the perils of “Rewarding A While Hoping for B” by avoiding faulty incentives and flawed reward systems (Kerr, 1975). Based on one-person ability, others should not be judged. Despite the differences, among the 15 employees, the good performer can be recognized but the other people should not feel discouraged as it is a teamwork. Individual commitment should be rewarded but group work should be prioritized. Capturing individual performances, assessing their input and output and then providing proper feedback or training is the ideal situation to avoid biases.

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