Performance Review
Keys to a Successful Performance Review  <ul><li>Know and understand the University and department mission </li></ul><ul><...
Performance Review cont. <ul><li>Get feedback from peers, direct reports, customers/clients, co-workers, individual being ...
New and Improved Features <ul><li>The form can be used for three types of reviews </li></ul><ul><ul><li>Supervisor reviewi...
More Features  <ul><li>Additional Evaluation Ratings </li></ul><ul><ul><li>Exceptional - New </li></ul></ul><ul><ul><li>Ex...
Completing the Forms <ul><li>Complete the Employee Performance Review form for all eligible staff </li></ul><ul><li>Additi...
Additional Components and JSF’s <ul><li>Departments/Areas may add one or more  Additional Components to one or more JSF’s ...
Overall Performance <ul><li>After reviewing the applicable Job Success Factors you must provide an overall review of the i...
Performance Objectives Form <ul><li>Use of the form is optional </li></ul><ul><li>Suggested uses of the form:   </li></ul>...
Tips for Establishing Objectives   <ul><li>With reference to the positions major functions, list specific, measurable obje...
Review Of Objectives  <ul><li>It is greatly encouraged that supervisors and employees meet twice throughout the performanc...
Questions? <ul><li>Contact: Sheila Wright </li></ul><ul><li>Email:  [email_address] </li></ul><ul><li>Phone: 243-4595 </li...
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Performance Review Human Resource Services

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Performance Review Human Resource Services

  1. 1. Performance Review
  2. 2. Keys to a Successful Performance Review <ul><li>Know and understand the University and department mission </li></ul><ul><li>Understand the importance of roles and their impact on the mission </li></ul><ul><li>Maintain open communication throughout the cycle to avoid surprises </li></ul><ul><li>Schedule a mutually convenient date and time </li></ul><ul><li>Reserve a private, neutral location </li></ul>
  3. 3. Performance Review cont. <ul><li>Get feedback from peers, direct reports, customers/clients, co-workers, individual being reviewed </li></ul><ul><li>Use Objective Data – project completion or management, reports written, work missed, Performance Reviews not completed in a timely manner; and </li></ul><ul><li>Critical Incidents – ways the individual acted especially effective or ineffective regarding accomplishments without judging personality; and </li></ul><ul><li>Behavioral Observations </li></ul><ul><li>Appropriately recognize accomplishments and, as necessary, identify areas that need strengthening </li></ul>
  4. 4. New and Improved Features <ul><li>The form can be used for three types of reviews </li></ul><ul><ul><li>Supervisor reviewing an employee </li></ul></ul><ul><ul><li>Supervisor reviewing a supervisor </li></ul></ul><ul><ul><li>Employee reviewing a supervisor </li></ul></ul><ul><li>Job Success Factors are expanded to include better components and descriptions </li></ul><ul><li>Job Success Factors were created to focus on Managerial/Supervisory Employees </li></ul>
  5. 5. More Features <ul><li>Additional Evaluation Ratings </li></ul><ul><ul><li>Exceptional - New </li></ul></ul><ul><ul><li>Exceeds Expectations </li></ul></ul><ul><ul><li>Meets Expectations </li></ul></ul><ul><ul><li>Opportunity for Improvement - New </li></ul></ul><ul><ul><li>Unacceptable - New </li></ul></ul>
  6. 6. Completing the Forms <ul><li>Complete the Employee Performance Review form for all eligible staff </li></ul><ul><li>Additionally, the Supervisor Performance Review form should be completed for individuals who have managerial and/or supervisory responsibilities </li></ul><ul><li>Objectively rate each Job Success Factor (JSF): </li></ul><ul><ul><li>Relevant JSF components </li></ul></ul><ul><ul><li>Provide a written evaluation of the employee’s performance with regard to each JSF—pay special attention to ratings equal to Exceptional and less than Meets Expectation </li></ul></ul>
  7. 7. Additional Components and JSF’s <ul><li>Departments/Areas may add one or more Additional Components to one or more JSF’s </li></ul><ul><li>Department-Specific JSF’s with corresponding components may be added, as well </li></ul><ul><li>Human Resources must be notified in advance that a department/area intends to add components and/or JSF’s and what they are </li></ul>
  8. 8. Overall Performance <ul><li>After reviewing the applicable Job Success Factors you must provide an overall review of the individuals performance </li></ul><ul><li>Select the appropriate rating and provide comments </li></ul><ul><li>Obtain Reviewee and Reviewer Signatures and return to HRS </li></ul><ul><li>Include any response from Reviewee </li></ul>
  9. 9. Performance Objectives Form <ul><li>Use of the form is optional </li></ul><ul><li>Suggested uses of the form: </li></ul><ul><ul><li>Supervisors and employees collaboratively develop Performance Objectives for the employee in order to address departmental and/or growth/development needs during the normal review cycle </li></ul></ul><ul><ul><li>Through discussions with newly hired employees, supervisors and employees identify areas of growth/development </li></ul></ul><ul><ul><li>For those individuals who receive an evaluation of “Opportunity for Improvement” or “Unacceptable”, supervisors can establish objectives that address the areas of need </li></ul></ul>
  10. 10. Tips for Establishing Objectives <ul><li>With reference to the positions major functions, list specific, measurable objectives to be completed and/or continued </li></ul><ul><li>Identify keys to effectively accomplishing each objective </li></ul><ul><ul><ul><li>For example: resources, tools, and other kinds of support. </li></ul></ul></ul><ul><li>When and where appropriate, the employee and the supervisor mutually agree upon Objectives which may be acknowledged by the Dean or Director </li></ul>
  11. 11. Review Of Objectives <ul><li>It is greatly encouraged that supervisors and employees meet twice throughout the performance period to discuss the progress made toward objectives </li></ul><ul><li>Overall progress can be recorded in the Review of Objectives section by providing comment and a progress option under each Objective Progress Review area </li></ul><ul><li>Progress options – Objective Fulfilled, Progress Made, or No Progress Made </li></ul><ul><li>If Objectives are modified during the performance period, you could include the description of the changes in the Comments field </li></ul><ul><li>You have the ability to provide a Final Objective Evaluation </li></ul>
  12. 12. Questions? <ul><li>Contact: Sheila Wright </li></ul><ul><li>Email: [email_address] </li></ul><ul><li>Phone: 243-4595 </li></ul><ul><li>Website: www.umt.edu /hrs ; click on Performance Review link in the list on the left </li></ul>

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