Performance Appraisals
Performance Management Process <ul><li>Goal Setting  </li></ul><ul><ul><li>Dean’s level </li></ul></ul><ul><ul><li>Unit/De...
How do we measure performance? <ul><li>Performance Results </li></ul><ul><ul><ul><ul><li>What  was produced/accomplished? ...
The Written Performance Appraisal <ul><li>Ask that the staff member complete and  return  both the Employee Self Evaluatio...
More on the Overall Rating <ul><li>Unit and Individual Goal Performance Rating  </li></ul><ul><li>on a scale of 1 - 4  </l...
The Written Performance Appraisal <ul><li>Seek the approval of your Dean or Director responsible for your area. Incorporat...
Preparing for the Performance Review Meeting <ul><li>Manager’s Role: </li></ul><ul><li>Ask the direct report to prepare </...
At the performance review meeting <ul><li>Discuss your  evaluation of the staff member’s performance over the last year  a...
Delivering the Written Performance Review <ul><li>Email the completed appraisal to the staff member prior to your performa...
Employee Feedback <ul><li>Employees may add comments and/or their overall reaction to the evaluation via an email to their...
Final Thoughts:   A Performance Review should answer the following questions for the employee? <ul><li>How did my manager ...
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Performance appraisals HR PPT @ MBA

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Performance appraisals HR PPT @ MBA

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  • 4 Rating Definitions 4 = Outstanding – Regularly exceeds objectives, performing at an exceptional level. Requires little direction and coaching from manager. Meets and exceeds expectations as related to unit and individual goals. 3 = Solid - Generally performs satisfactorily. Achieves expectations, which meet the department’s high standards of performance. Meets all or most expectations related to unit and individual goals. 2 = Needs Improvement – Occasionally does not meet objectives. Needs to further develop competencies or skills required for the position. Requires a lot of direction and coaching from the manager. Meets some unit and individual goals. 1 = Not Acceptable – Regularly fails to meet objectives. Job performance is below acceptable standard. Deficiencies must be corrected and better performance attained in the future. Is not meeting unit and individual goals.
  • 5
  • 6 Done via email this year. Not asking for sign-off on a hard-copy of review Emailed to HR in advance to review for inconsistencies, rating calculation errors, bell curve, recency effect, discriminatory language (e.g. veteran employee. Mention of loa’s)
  • 8 Dean’s have already established school level goals for FY – 11 If you need a copy ask me or your respective dean
  • 11 In summary…
  • Performance appraisals HR PPT @ MBA

    1. 1. Performance Appraisals
    2. 2. Performance Management Process <ul><li>Goal Setting </li></ul><ul><ul><li>Dean’s level </li></ul></ul><ul><ul><li>Unit/Dept Level </li></ul></ul><ul><li>Planning Performance – Individual Goal setting </li></ul><ul><ul><li>Development Planning </li></ul></ul><ul><li>Coaching Performance </li></ul><ul><li>Reviewing Performance </li></ul><ul><ul><li>Mid Year </li></ul></ul><ul><ul><li>Year End </li></ul></ul>
    3. 3. How do we measure performance? <ul><li>Performance Results </li></ul><ul><ul><ul><ul><li>What was produced/accomplished? </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Through Goal-setting </li></ul></ul></ul></ul><ul><li>Demonstrated Competencies </li></ul><ul><ul><ul><ul><li>How was it produced/accomplished? </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Rating performance factors : Job Knowledge, Collaboration & Teamwork, Service Excellence, Communication, Continuous Improvement, Management & Development, Budget Management (new this year) </li></ul></ul></ul></ul>
    4. 4. The Written Performance Appraisal <ul><li>Ask that the staff member complete and return both the Employee Self Evaluation Form and Individual Goals Progress Report. </li></ul><ul><ul><ul><li>Employee Self Evaluation Form and Individual Goals Progress Report are being submitted to you via email, with a copy to HR, this year. </li></ul></ul></ul><ul><li>When completing the Performance Appraisal Form focus on the responsibilities of the job as expressed in the job description. Be as objective as possible. </li></ul><ul><li>Indicate rating for each individual Performance Factor (Scale 1-4) </li></ul><ul><li>Calculate Overall Rating based on ratings for Performance Factors and Unit and Individual Goals (both are evenly weighted, 50/50). </li></ul><ul><li>Please ensure that your overall comments are responsive to the Employee Self Evaluation Form and Individual Goals Progress Report, as well as the performance factors. </li></ul>
    5. 5. More on the Overall Rating <ul><li>Unit and Individual Goal Performance Rating </li></ul><ul><li>on a scale of 1 - 4 </li></ul><ul><li>Performance Factor Rating </li></ul><ul><li>Average rating for 5 – 7 performance factors </li></ul><ul><li>Calculate the officer’s overall rating. </li></ul><ul><li>Example: </li></ul><ul><li>Goal Performance Rating = 3.5 </li></ul><ul><li>Performance Factor Average Rating = 3.3 </li></ul><ul><li>Overall Rating = 3.4 </li></ul>
    6. 6. The Written Performance Appraisal <ul><li>Seek the approval of your Dean or Director responsible for your area. Incorporate any changes he or she may suggest. </li></ul><ul><li>A draft of all of the completed forms must be emailed to Human Resources and your respective Dean or Director for review prior to meeting with the employee. </li></ul><ul><li>Make an appointment with the staff member whose performance you will be reviewing. Allow ample time and ensure that you will not be interrupted. </li></ul>
    7. 7. Preparing for the Performance Review Meeting <ul><li>Manager’s Role: </li></ul><ul><li>Ask the direct report to prepare </li></ul><ul><li>Gather information on performance/ ensure supporting information on performance is available </li></ul><ul><li>Complete the performance appraisal </li></ul><ul><li>Email appraisal to next level manager & HR for approval </li></ul><ul><li>Plan your approach to the discussion </li></ul><ul><li>Schedule the meeting </li></ul><ul><li>Provide written evaluation to employee </li></ul><ul><li>Employee’s Role: </li></ul><ul><li>Prepare thorough overview of performance by completing self-report portion of the performance appraisal (Goal Progress Report & Self Evaluation) </li></ul><ul><li>Ensure supporting information on performance has been made available </li></ul><ul><li>Provide feedback to your supervisor </li></ul><ul><li>Work with supervisor in establishing development plan </li></ul>
    8. 8. At the performance review meeting <ul><li>Discuss your evaluation of the staff member’s performance over the last year and a development plan for the upcoming year. </li></ul><ul><li>Discuss the status of goals set for the current year and have a discussion regarding goals for the upcoming year . </li></ul>
    9. 9. Delivering the Written Performance Review <ul><li>Email the completed appraisal to the staff member prior to your performance meeting or immediately afterwards, with a copy to HR and your respective dean. </li></ul><ul><ul><li>It is recommended that you save the document as a read-only file before forwarding to the employee. </li></ul></ul><ul><ul><ul><li>You can do this by visiting the Tools menu, clicking options, clicking Security and selecting Read-only recommended check-box or </li></ul></ul></ul><ul><ul><ul><li>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 copy machines located throughout the building. </li></ul></ul></ul>
    10. 10. Employee Feedback <ul><li>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. </li></ul><ul><li>Be sure to set a deadline by which they should submit this feedback. </li></ul>
    11. 11. Final Thoughts: A Performance Review should answer the following questions for the employee? <ul><li>How did my manager rate my overall performance? </li></ul><ul><li>How did my manager determine the overall rating? </li></ul><ul><li>What were my performance strengths during this performance year? </li></ul><ul><li>What areas do I need to improve/develop further? </li></ul><ul><li>What are the next steps for developing my knowledge and skills? </li></ul><ul><li>How did I perform against my goals? </li></ul><ul><li>What are the gaps between my perception of my performance and my manager’s perception? </li></ul>
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