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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?