Annual Self AssessmentWorkshop for Employees

OCFO 2014

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What This Session Will Cover

• Overview of the Performance Management Process (PMP)

• Annual Performance Review Process– Overview of Forms– Annual Self Assessment Form

• Your Next Steps

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Overview of PMP -Objective

To help foster performancethat leads to

discovery, innovation,

efficiencies and results

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Overview of PMP -Focus on Relationship

Need useful, open, and

honest discussionsbetween

supervisors and employees

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• Performance expectations and goals that align with Lab/Division/group goals• Employee Self-Assessment – Non Rep Employees Only• Annual Performance Review – written and conversation• 100% completion rate of Annual Performance Reviews• Performance rating scale

Discretionary Elements

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Annual Performance Review -Required/Core Elements

Division • Division and/or position competencies

Supervisor • Employee peer and/or subordinate feedback• Career development conversation

Employee • Career development conversation

LBNL MissionLab/Division/Group Goals

Employee Performance & Job Development Goals

Employee Career Development Goals

LBNL MissionLab/Division/Group Goals

Employee Performance & Job Development Goals

Employee Career Development Goals

May / JuneAnnual Performance Review Process *Employees complete Self-Assessment*Employees complete/update Career Development Plan (Optional)*Employees propose SMART performance, job development, & career development goals

May / JuneAnnual Performance Review Process *Employees complete Self-Assessment*Employees complete/update Career Development Plan (Optional)*Employees propose SMART performance, job development, & career development goals

January/FebruaryMid-Year Performance Discussions*Supervisors summarize performance and progress on goals*Goals revised as needed

January/FebruaryMid-Year Performance Discussions*Supervisors summarize performance and progress on goals*Goals revised as needed

August / SeptemberAnnual Conversation*Supervisors meet with employees to discuss performance and development*Supervisors and employees agree on SMART performance goals for new year*Optional: Employee Career Development Form

August / SeptemberAnnual Conversation*Supervisors meet with employees to discuss performance and development*Supervisors and employees agree on SMART performance goals for new year*Optional: Employee Career Development Form

June / JulyAnnual Performance Review Process*Supervisors complete Annual Performance Review Summary*Supervisors propose SMART performance, job development, & career development goals

June / JulyAnnual Performance Review Process*Supervisors complete Annual Performance Review Summary*Supervisors propose SMART performance, job development, & career development goals

Ongoing Feedback & Coaching

Ongoing Feedback & Coaching

Ongoing

Feedback &

Coaching

Ongoing

Feedback &

Coaching

Ongoing

Feedback &

Coaching

Ongoing

Feedback &

Coaching

Ongoing Feedback & Coaching

Ongoing Feedback & Coaching

Overview of Performance Management Process (PMP) PMP Cycle

Annual Performance Review - Review and Approval Process

July

August/September

Department Management

- Compare ratings within Departments - Approve reviews

Division Management

- Compare ratings at Division level- Report completions to DOE/UC

ALL EMPLOYEES- Job Knowledge & Skills / Technical Expertise- Quality, Productivity- Interpersonal Effectiveness, Teamwork, Customer

Service- Communications- Creativity, Innovation, Flexibility- Initiative, Problem Solving, JudgmentSUPERVISORS & MANAGERS- Leadership- Management

OCFO Key Performance Aspects

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- Performance Goals- Job Development Goals - improvements- Performance relative to peers- Unanticipated projects- Special projects / assignments- Customer feedback

Additional Performance Factors

Annual Performance Review –Overview of Forms

Combined Self-Assessment /Annual Review Summary Form – Non Rep Employees Only• Self-Assessment completion required for all non-represented employees• 5-Rating structure• Employees complete Self-Assessment section and submit via Google Tool by June 13, 2014

Represented Employees• May complete the PRD Self-Assessment Form – encouraged but not required • Due via Google Tool by June 13, 2014

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Annual Performance Review –Overview of Forms

Career Development Plan FormOptional Form • Can submit to supervisor along with

Self-Assessment

• Opportunity to create a plan for long-term learning and growth

• For review and discussion – does not need to go in personnel file

• Represented employees can also use as career development planning tool

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Self Assessment Form –Importance / How to Prepare

• Opportunity to highlight position, professional and career-related accomplishments

• Gather information…– Last year’s performance review: goals

for year being reviewed– Download Separate Guidance Sheet –

Non Rep Employees Only– Key accomplishments– Specific examples/comments from

customers & peers– Ideas for next year’s goals

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Self Assessment FormGoogle Site

Self Assessment Form – Detailed Review

• This section will be prefilled for you. Verify information.

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Self Assessment Form –Goals Section

• List the goals you were expected to accomplish during the performance year being reviewedo Cut and paste from last year’s review – that’s it!!o If supervisor added additional goals, remember to include themo If goals changed throughout the year, add new ones; explain why goals

changed

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Self Assessment Form –Goals Example

Cut and paste (or copy) from last year’s performance review: For Next Performance Year - Employee Goals (Sections 10a and 10b)

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Self Assessment Form – Performance Summary Section

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• Highlight key accomplishments • Keep it simple: should not be a recap of your position description or what you do day-to-day • Start by addressing your performance on last year’s goals:o Was the goal completed on time? If not explain why.o Self-assess how you performed each goal, including OCFO goals, using the OCFO Performance Review / Ratings Guidelines.o How did the accomplishment support or impact Lab/Division/Department goals?• Significant accomplishmentso Special challenges o Unanticipated projects. What was the impact?o What are you particularly proud of? Why? What was the impact?o Did you improve in any area(s)?o Awards: also put in Section 12 of form

Self Assessment Form – Performance Summary Example

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The highlighted sections links to goals and describes the impact of the accomplishments.

See handouts for additional tips.See example Self-Assessment on HR Performance Management website.

Self Assessment Form – Sections 3 - 12

3. Safety• Required training completed• Significant accomplishments• Any safety issues/improvements4. Areas of Strength (Optional)5. Areas for Development (Optional)6. Laboratory, Professional & Community Service• Laboratory, division and other committee work• Professional service activities• Community service activities• Other service-oriented activities7. Supervisory Responsibility• For supervisors onlySections 8 – 11 : Not applicable for Operations employees12. Awards and Honors• SPOT Awards received

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Self Assessment Form – Next Performance Year Goals

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• List your recommendations for next year’s goalso Use SMART goalso Categorize your goals by Performance, Job Development, Career

Developmento Use bullets

• If you wish to have a career development conversation with your supervisor:

– Complete and submit a Career Development Plan – Summarize your career development goals in this section

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S Specific—Make goals precise and tangible to provide clear direction.

M Measurable—If you can’t measure it, you can’t manage it.

Establish concrete criteria for measuring progress toward attainment of each goal you set, such as quantity, quality, cost.

A Achievable—Choose a goal that is attainable given the current skill level, timeframe, and resources.

R Realistic—Devise a plan or way of getting there that makes the goal reasonable. Is the goal in line with the needs of the organization? Is the learning curve realistic or too steep?

T Time-bound—State the specific time for completion. Is the timeline reasonable?

Self Assessment Form – Setting SMART Goals

Self Assessment Form – Final Sections

Topics for discussion (optional)• Changes to duties• Advancement• Concerns

Signature• Signed after meeting and discussion with supervisor• Acknowledges receipt of performance review and that discussion

took place

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Your Next Steps

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Visit the OCFO Performance Management Website for forms, guidance sheets, training info, examples

Available now

Review Resources • OCFO PMP website• HR Perf Mgmt website• Workshop handouts

Complete/submit Self Assessment June 13, 2014

Performance Review Discussion Workshop – for Employees

On the Hill – see handouts for schedule

Performance Review Discussion Workshop – for Supervisors

On the Hill – see handouts for schedule

For more help, visit www.lbl.gov/bli Tuition Reimbursement WorkshopOther Workshops, Assessment Tools, & Online Resources

Performance Management Page

• OCFO Website, Human Resources in the OCFO, Performance Management

• Links to Resources– PMP Google Site– HR Perf Mgmt website– Guidance Sheets– Examples of written Self

Assessments– Example of Career

Development Plan

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Final Thoughts

• Key goal is to help you have more meaningful review conversations

• We hope this workshop helps you to prepare

• Thank you for your involvement and support!

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