performance appraisal presentation 042110 282 29

7/31/2019 Performance Appraisal Presentation 042110 282 29

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Performance Appraisals

2010 Year-end Process


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Performance Management Process

Goal Setting Deans level

Unit/Dept Level

Planning PerformanceIndividual Goal setting Development Planning

Coaching Performance

Reviewing Performance Mid Year

Year End


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How do we measure performance?

Performance Results What was produced/accomplished?

Through Goal-setting

Demonstrated Competencies How was it produced/accomplished?

Rating performance factors : Job Knowledge, Collaboration

& Teamwork, Service Excellence, Communication,Continuous Improvement, Management & Development,

Budget Management (new this year)


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The Written Performance Appraisal

Ask that the staff member complete and return both the Employee Self EvaluationForm and Individual Goals Progress Report.

Employee Self Evaluation Form and Individual Goals Progress Report are being submitted to you viaemail, with a copy to HR, this year.

When completing the Performance Appraisal Form focus on the responsibilities of the

job as expressed in the job description. Be as objective as possible.

Indicate rating for each individual Performance Factor (Scale 1-4)

Calculate Overall Rating based on ratings for Performance Factors and Unit andIndividual Goals (both are evenly weighted, 50/50).

Please ensure that your overall comments are responsive to the Employee SelfEvaluation Form and Individual Goals Progress Report, as well as the performancefactors.


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More on the Overall Rating

Unit and Individual Goal Performance Rating

on a scale of 1 - 4

Performance Factor Rating

Average rating for 5 7 performance factors

Calculate the officers overall rating.

Example:

Goal Performance Rating = 3.5

Performance Factor Average Rating = 3.3

Overall Rating = 3.4


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The Written Performance Appraisal

Seek the approval of your Dean or Director responsible foryour area. Incorporate any changes he or she maysuggest.

A draft of all of the completed forms must be emailed toHuman Resources and your respective Dean or Directorfor review prior to meeting with the employee.

Make an appointment with the staff member whoseperformance you will be reviewing. Allow ample time andensure that you will not be interrupted.


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Preparing for the Performance Review Meeting

Managers Role: Ask the direct report to prepare

Gather information onperformance/ ensure supportinginformation on performance is

available Complete the performance

appraisal

Email appraisal to next levelmanager & HR for approval

Plan your approach to the

discussion Schedule the meeting

Provide written evaluation toemployee

Employees Role:

Prepare thorough overview ofperformance by completing self-report portion of theperformance appraisal (Goal

Progress Report & SelfEvaluation)

Ensure supporting informationon performance has been madeavailable

Provide feedback to your

supervisor Work with supervisor in

establishing development plan


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At the performance review meeting

Discuss your evaluation of the staff

members performance over the last year

and a development plan for the upcoming

year.

Discuss the status of goals set for thecurrent year and have a discussion

regarding goals for the upcoming year.


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Delivering the Written Performance Review

Email the completed appraisal to the staff memberprior to your performance meeting or immediatelyafterwards, with a copy to HR and your respectivedean.

It is recommended that you save the document as a read-only filebefore forwarding to the employee.

You can do this by visiting the Tools menu, clicking options, clicking

Security and selecting Read-only recommended check-box or by sending to your employee as a read only PDF file. One way this

can be done is via using the scan and send function of any of our copymachines located throughout the building.


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Employee Feedback

Employees may add comments and/or their

overall reaction to the evaluation via an

email to their supervisor, with a copy to HR

for their file.

Be sure to set a deadline by which theyshould submit this feedback.


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Final Thoughts:A Performance Review should answer the

following questions for the employee?

How did my manager rate my overall performance?

How did my manager determine the overall rating?

What were my performance strengths during thisperformance year?

What areas do I need to improve/develop further?

What are the next steps for developing my knowledgeand skills?

How did I perform against my goals?

What are the gaps between my perception of myperformance and my managers perception?


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Performance Calendar

Upcoming Dates:

May 14th

Self Evaluations and Individual GoalProgress Reports due to Supervisors via email

May 28th Performance Appraisals due

June Performance Review Meetings Held


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Questions?

performance appraisal presentation 042110 282 29

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