Welcome to PEDS... Performance Evaluation and Development ...

556 views

Published on

Published in: Technology, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
556
On SlideShare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
4
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide
  • This is a brief overview of the Online Performance Management System Project for the University of Denver.
  • Sharon to complete script
  • The goals of this project are to streamline and enhance the annual performance review process. This is part of initiatives across the DU campus to improve administrative processes through effective and appropriate technology. Our target is to have the new web-based online system in place and used by DU staff and their supervisors for Fall 2007 reviews.
  • NEW features in the online system are: It will be a web-based, online goal-setting and review process The system has tools to prompt and support the goal-setting and review process, such as writing aids, e-mail reminders and other features Duties and responsibilities, and job goals will be weighted to indicate time spent or importance; this weighting will factor into the proportional impact of each duty or job goal on the year-end performance evaluation of the employee The performance evaluation scale will be expanded to a 5-point scale. “Not evaluated” will still be a rating option. Feedback from others who are familiar with the employee’s work can be requested, and will be seen by the employee who is being reviewed Features of the process that will stay the SAME are: The collaborative nature of the goal-setting process Opportunity for employees to include comment at multiple points throughout the process Elements of the current form will remain the same, such as the Essential Duties & Responsibilities section, the Job Goals section, the Development and Improvement Plans, and ratings for both individual goals and the overall evaluation of performance.
  • Sharon to add script
  • Sharon to add to script 1 is an Unsatisfactory Performance . This means that performance must improve substantially if the individual is to remain in this position. 2 indicates a need for development. The employee generally meets most job requirements, but struggles to fully meet them all. The need for further development and improvement is clearly recognized. 3 indicates that performance fully meets all the requirements in terms of quality of work. While minor deviations may occur, the overall performance level is described as a good, solid performance. A rating of 4 indicates that performance frequently exceeds job requirements. A rating of 5 is for exceptional performance. This category is reserved for the employee who truly stands out and clearly and consistently demonstrates exceptional accomplishments.
  • The design and configuration stages of the performance management system project took place during July and early August. Training on the system is taking place now in mid-August. Division-specific training as well as open sessions to all DU staff will be offered online and in instructor-led sessions. Training through both channels will continue to be available in the upcoming year. Employees will be asked to input their 2006-07 performance goals into the system in late August and September. Reviews will be conducted using the system in September and early October, before the October 12 due date. Goals for the 2007-08 performance year will be discussed and set by January 2008.
  • Sharon add script A contact list for all division project leads is available online on the PEDS webpage www.du.edu/hr/peds
  • Sharon to add script
  • The Performance Evaluation and Development System has six steps in two phases. At the beginning of the PEDS cycle essential duties, job goals, and development objectives are defined and weighted. This is typically done from October through December. The system phase is Goal Setting & Planning as indicated by the green box. At the end of the cycle is the evaluation. The supervisor begins the evaluation by requesting a self-assessment from the employee. This is indicated by the green Self-Assessment box The supervisor can elect to get feedback from others prior to completing the supervisor’s rating of the employee. This phase is indicated by the green Year-End Review & Discussion box. The last step is to obtain signatures. According to division procedures, the supervisor may send the form for additional signatures prior to obtaining the employee’s signature, then finally signing the form and sending it to completion. The screens in this phase are indicated by the green Signature box. In this tutorial, we will be completing all phases of the cycle.
  • Here is a quick overview of the process. It shows the interaction between the employee and the supervisor. NOTE: The supervisor’s rating is the final rating. [pause to allow the user to read the graph]
  • To log into the Performance Evaluation and Management System (PEDS), open Internet Explorer From the DU home page open the Human Resources web page at www.eu.edu/hr Click on the PEDS login link
  • This will take you to the PEDS login Page Your username is the letter “p” plus your 9-digit DU ID number. Initially a temporary password will be assigned to you – you will need to change it when you log in for the first time. When both your username and password have been entered, click Login.
  • Lets talk a little about navigation: The two primary tabs at the top is the “Home” tab and the “My Forms” tab This is your Home Page. The home page shows all the forms in your inbox. If a form is in your inbox, it indicates that you can take action or make changes to a form. The columns displayed include the form title, the subject of the form in the “Employee” column, the step the form is in, the form due date, and the person the form was sent by. On the left is a message board and some quick links. We will not be discussing these links during this online tutorial. Navigation: Identify home tab nav items - then move to next slide “My Forms” tab
  • From the “My Forms” tab , you can access links to your Inbox (Home Page) and documents that are En Route during the process. En Route is used to view forms that are in progress, but not currently in your inbox and can be used to check the status of a form or view who a form is currently with. The forms in En Route can only be viewed as a read only version until the form is sent back to your inbox. The Completed button will show any forms that have gone through the entire review cycle.
  • Here is the upper part of the PEDS form. Employee information and Review information is at the top, followed by the Essential Duties and Responsibilities section and the Job Goals section. Dates in the Review information section reflect the DU institutional timeline for the performance evaluation review period. Essential duties will be added as that appear on your job description into the Essential Duties and Responsibilities section. Once this is done, it will carry over to next year’s PEDS form. Job Goals are typically project oriented with defined end dates – usually within one year – and typically differ from year to year. We will be assigning 2 new goals in the “Essential Duties” section, and 2 in the “Job Goals” section during this tutorial.
  • Note the new navigation on the right: These will take you to specific areas on the form. The Employee Information and Review Information information on the form is provided by the system. We will be adding Essential Duties and Responsibilities, Job Goals and Development Strategy next in the Goal Setting stage.
  • The lower part of the form can be used to define Development Strategy . These are steps the employee can take to improve their skills in order to accomplish job duties and goals. Although this step is optional, we will also be adding a Development Strategy during this tutorial.
  • Now we will begin to complete the Goal Setting and Planning phase.
  • Begin the Goal Setting/Planning stage by opening the form by clicking on the 2006/2007 employee’s form from either the Home tab or the inbox on the My Forms tab.
  • The form will open. We will now add a new duty to the Essential Duties and Responsibilities section. Next, we will add a new job goal to the Job Goals section.
  • Clicking on the “Add New Goal” button under the Essential Duties and Responsibilities section will bring a pop up window where you can title and describe the job duty, then specify the desired results. Desired results were call “Standards” on the old PRDS form. A good rule of thumb when defining results, or standards, is: Do what, with what, by when and how often. When completed, click “Save Changes” Start Date is the beginning of the Performance Evaluation and Development cycle – typically October as shown here. This step is repeated for each Essential Duty. To add a new Job Goal click “Add a New Goal” under the Job Goal section and repeat the process described for adding new Essential Duties for each Job Goal
  • Now let’s add a Development Objective. Under the Development Strategy section, select “Add New Development Goal” Complete the popup window with the Development Objective, Details, Start and End Dates Development objectives may be activities, classes, seminars or any learning experience that will help the employee accomplish the job duties and goals defined earlier. Save & Close the popup. Repeat for each development objective.
  • The next step is to specify the weighting of all duties and goals. The weighting should be the results of a prior discussion between the employee and supervisor taking into consideration the following factors: Impact of the duty or goal as well as the time spent accomplishing the duty or goal. Each element of the Duties must be weighted and, when added together, total 100%, this shows duty A+B+C equaling 100%. Each element of the Job Goals also must be weighted and, when added together, total 100%. See Job Goal A+B+C. The weight of an element may be 0%. As illustrated, the entire section titled Duties & Responsibilities is also rated (showing 95% here), as is the entire Job Goals section (showing 5% here) – this too must total 100%
  • After defining the Essential Duties, the weighting is assigned to each element.
  • After weighting is assigned to each element of the two sections, navigate to the summary section at the bottom of the form. This is where the sections themselves are weighted. First save the form by clicking the green disk icon at the top of the form. This will refresh the screen and allow you to view the weighting within the sections (step b). Now assign the weighting to Essential Duties and Job Goals sections (shown here as 95% and 5%). These also need to add up to 100%
  • To complete the employee’s step in the Goal Setting/Planning stage, click “ Save & Close”. Then logout from the Home screen. We will now review the information from the Supervisor’s perspective, so…. Put on your Supervisor hat!
  • The supervisor will now review and approve the duties and goals entered by the employee and move the form to the next step. We are now logged in as Janice Jones, the supervisor of Ursala Urban Janice’s Inbox on the Home tab shows two forms – her own, and her direct report’s, Ursala’s. Also note that as a Supervisor, Janice has two more tabs are the top: reports and dashboards. We will not be addressing these options in this tutorial. Because we want to review the PEDS form that Ursala just completed, Janice will select Ursala’s form.
  • To Edit an Essential Duty, Job Goal, or Development Objective , click on the blue paper/pencil icon in the upper right corner or the specific goal. A popup window will allow you to edit the text, or the start or due date. Save Changes will close the popup and refresh the PEDS form. To Delete the goal , click on the red X in the upper right corner. A popup will ask you to confirm that you want to delete it. Clicking “OK” will permanently delete the goal.
  • The Supervisor reviews the weightings in the Summary section and would like to make changes. To edit a weighting, scroll up to the specific Essential Duty, Job Goal, or Summary section to change, and revise the weighting in the “Weight” box. Be sure all percentages sum up to 100% after changes are made. Refresh the form by clicking the “Save” icon at the top of the form.
  • The Goal Setting/Planning Stage is completed. It is now time for the supervisor to move the form to the next step – the employee Self Assessment.
  • We will now go through steps 3 through 6: Assessing and Reviewing Performance.
  • The supervisor – in this case, Janice – begins the Performance Review process by logging onto the PEDS system and opening Ursala’s form.
  • To begin the self assessment phase, Janice scrolls to the bottom of the form and clicks “Send to Next Step” A Comment popup screen will appear. When Janice completes the comments, she will send it to Ursala’s email by clicking “Send to Next Step” on the popup screen. The comments that Janice entered will be added to the text in a system generated email message notifying Ursala that the form is now in the Self-Assessment step.
  • From “My Forms” tab , Janice can click En Route to see that the form has been sent to Ursala for self-assessment. She will then logout of the system pending the return of the form from Ursala. We will now put on the Employee’s hat and continue to view the process.
  • Ursala receives the email from Janice indicating that she is to perform a self-assessment by next week. She begins by logging into the PEDS system and opening her form. The next step is for the employee to enter ratings for each Essential Duty and each Job Goal using the new 5-point rating scale: A discussion between the employee and supervisor can clarify what this might look like for the employee’s specific job. In other words, what might constitute a rating of 4 or 5 versus a 3. Now, let’s continue with Ursala’s self-assessment.
  • Ursala evaluates herself and enters the self-assessment rating for each essential duty and job goal by selecting an option from the drop-down menu. She should give evidence or the reason for her rating in the comment box. This might include listing accomplishments, particular challenges, and problems encountered outside her control. Note that these comments may be viewed by the Supervisor and anyone that may be asked to give feedback on her performance! A Spell Check and Legal Scan option is provided. Text may be copied and pasted into the form from another document. Repeat for each duty and goal element.
  • Ursala can enter general comments in the “Section Comment” section – again, comments may be viewed by others. The employee self-assessment ratings do not populate the form – this will happen when the Supervisor enters ratings. When completed, the form is sent to the Supervisor (Janice Jones) by clicking the “Send to Manager” button within the form. A Comment popup screen will appear. When Ursala completes the comments, she will send it to Janice’s email by clicking “Send to Manager” on the popup screen. The comments that Ursala entered will be added to the text in a system generated email message notifying Janice that Self-Assessment step is now complete.
  • From “My Forms” tab , Ursala can click En Route to see that the form has been sent to Janice for self-assessment. She will then logout of the system. We will now shift to the Supervisor’s evaluation process.
  • Within the division’s context and practice, the employee and supervisor may identify key individuals that can provide valuable feedback on the employee’s performance. This is an optional step that the employee may request, or that the supervisor may initiate. Employees with dotted line or multiple reporting relationships can receive feedback from multiple “Managers”. This feedback will be incorporated into the overall review. There is no limit to the number of additional people you can request feedback from. However, a feedback request can only be sent to one person at a time. A form can be delayed if a feedback provider does not respond in a timely manner. A few key points to remember: Feedback providers will see the form, including employee self-assessment. Feedback providers may only enter comments in designated comment box for each duty, goal, and development goal; no other edits are possible The employee and the manager will be able to view any comments entered by the feedback provider. The feedback will be a part of the official evaluation and cannot be removed from the performance evaluation form. The employee cannot view feedback until the manager has received it from the provider, and sends the form to the employee
  • In this example, Janice, the supervisor, is requesting feedback from Alex Anderson, who closely works with Ursala. After logging in and selecting Ursala’s form, Janice clicks the “Get Feedback ” button at the very bottom of the form. A popup screen allows Janice to identify Alex by searching users based on defined criteria . She will click “Select & Continue.” A Comment popup screen will appear. The comments that Janice enters will be added to the text in a system generated email message notifying Alex that feedback has been requested. You may want to indicate a time frame and specifics on what you would feedback to be provided on in this section. When Janice completes the comments, she will send them to Alex’s email by clicking “Send to Alex Anderson” on the popup screen. Once the supervisor has received the form back from the feedback person, this process is repeated to include feedback from additional users.
  • Once the supervisor receives back all feedback requested, we recommend that the supervisor and employee meet to discuss the information gathered – that is, the employee’s self-assessment and any additional feedback from others. In addition, the supervisor should also provide his/her evaluation of the employee’s at this time. Note: The face to face discussion can take place before of after the supervisor has entered his/her evaluation of the employee in the PEDS system, but the discussion should take place BEFORE the evaluation is sent to the employee in the system.
  • To enter the supervisor evaluation, the supervisor logs on to the system and selects the employees form from the home page. The employee’s self-rating is on the right, the supervisor now enters his rating on the left and comments for each essential duty, job goal, and development objective. Once all ratings have been assigned, click the green disk save icon in the upper right corner to calculate the “Overall Form Rating” in the summary section.
  • The summary section shows the supervisor’s rating of each element, and calculates the overall evaluation rating using the supervisor’s ratings and the defined weights. The employee’s self-evaluation ratings are only shown in the upper sections – they are not used for the overall rating. Janice, the supervisor, may now add her overall comments about the evaluation, then may opt to send it to Ursala for review prior to moving the next step, add additional signatures, or go directly to obtaining signatures.
  • We have now obtained the employee’s self-assessment, received feedback on the employee’s performance, and the supervisor has completed his or her evaluation and rating. The last phase in the process is obtaining signatures. Within the division’s context and practice, the supervisor can route the employee’s form to another person for their signature (for example the division manager). A word to Supervisors about adding additional signatures (that is, other than the supervisor or employee’s signature): It is important that you are clear on when to route the form for an additional signature as opposed to when to obtain feedback with no signature , or when to merely send an electronic copy of the signed, completed form to someone. If you are unsure, contact Human Resources. There are some other factions to consider if you are adding more than one signature. If you have questions, contact your Division Project Lead. To obtain an additional signature, click on the unhighlighted signature button at the top on the green button plus sign. The next screens will allow you to additional signers. Searh for the user would like to add as an additional signer and select the user name. After all additional signers are added click “Save Signer Changes” Once added and saved, a signer cannot be removed. Select “Send to Signature” to begin the signature step. A Comment popup screen will appear. The comments that Janice enters will be added to the text in a system generated email message notifying the first signer that his/her signature has been requested. You may want to indicate a time frame on when you would like the form to be signed by in this section. When the comments are completed, click on “Send to signature” on the popup screen.
  • This will route the form to the defined additional signer, then to the employee for their signature. It will not return to the Supervisor until after the employee signs it. When Ursala received the form, the signature area will show it signed and dated by the additional signer – in this case, Alex Anderson who signed it on august 10 th . If multiple signatures were added, the form would have been routed to the person listed on the next signature line. Note: All signers have the ability to “Reject.” When choosing reject, the form will be sent back to the supervisor and the Year End Review/Discussion step. This will remove any signatures that have been completed on the form and may significantly delay the review process.
  • Since only one additional signature was requested on the form shown here, we will route the form to Ursala, the employee, for her signature . As in previous steps, when sending the form on, a popup screen allows comments to be added to the system generated email before the form is sent to Ursala for her signature. Click “Sign” to send the form to Ursala.
  • The form has now been sent to Ursala for her signature. She signs by clicking “Send to Manager”, then completes the popup comments that will be on the email to Janice. Click “Send to Manager” to allow the supervisor to sign and complete the form.
  • The supervisor, Janice, is the last to sign the form. By clicking “Send to Completed” she signs the form and completes the performance evaluation.
  • After completion, the form can only viewed by clicking the “Completed” link on the My Forms tab.
  • ??????????????
  • Please contact any of the Implementation Team members, shown on this slide, with any questions that you may have.
  • Welcome to PEDS... Performance Evaluation and Development ...

    1. 1. Welcome to PEDS… Performance Evaluation and Development System (PEDS) University of Denver
    2. 2. Session Objectives <ul><li>Describe PEDS Project </li></ul><ul><li>Describe what PEDS means to you </li></ul><ul><li>Describe the role of PEDS Division Project Leads </li></ul><ul><li>Demonstrate the PEDS process </li></ul><ul><li>Answer questions about the online system </li></ul><ul><li>Access the test instance to become familiar with the new PEDS system (see instructions on PEDS website at www.du.edu/hr/peds </li></ul>
    3. 3. Project Goals <ul><li>Streamline and enhance the annual performance management process </li></ul><ul><ul><li>Writing aids to help setting and reviewing goals </li></ul></ul><ul><ul><li>Supports improved data-gathering and reporting </li></ul></ul><ul><li>Part of university trend towards administrative process improvements through technology </li></ul><ul><ul><li>Reduces manual work throughout the process </li></ul></ul><ul><ul><li>Automated e-mail notifications (updates, reminders, etc.) </li></ul></ul><ul><ul><li>Ongoing access throughout the review year </li></ul></ul>
    4. 4. What’s New… What’s Not <ul><li>What’s new: </li></ul><ul><ul><li>Web-based goal-setting and review process </li></ul></ul><ul><ul><li>Tools to support review process (writing aids, e-mail reminders, etc.) </li></ul></ul><ul><ul><li>Weighting of duties and goals </li></ul></ul><ul><ul><li>Evaluation on expanded 5-point review scale </li></ul></ul><ul><ul><li>Ability to request feedback from others </li></ul></ul><ul><ul><li>Competencies (in 2007-08) </li></ul></ul><ul><li>What will stay the same </li></ul><ul><ul><li>Most steps in the current process are the same </li></ul></ul><ul><ul><li>Collaborative goal-setting process </li></ul></ul><ul><ul><li>Employee comments included at multiple points </li></ul></ul><ul><ul><li>Process steps and elements of current form remain the same </li></ul></ul><ul><ul><li>Faculty reviews will continue as in past (not using the new online system) </li></ul></ul>
    5. 5. NEW: Weighting Duties and Goals <ul><li>Essential Duties and Responsibilities </li></ul><ul><ul><li>Duty A 15% </li></ul></ul><ul><ul><li>Duty B 20% 95% </li></ul></ul><ul><ul><li>Duty C 65% </li></ul></ul><ul><li>Job Goals </li></ul><ul><ul><li>Job Goal A 20% </li></ul></ul><ul><ul><li>Job Goal B 40% 5% </li></ul></ul><ul><ul><li>Job Goal C 40% </li></ul></ul><ul><ul><ul><ul><ul><li>TOTAL = 100% </li></ul></ul></ul></ul></ul>
    6. 6. NEW: 5-Point Rating Scale Performance levels and accomplishments far exceed normal expectations. This category is reserved for the employee who truly stands out and clearly and consistently demonstrates exceptional accomplishments in terms of quality and quantity of work that is easily recognized as truly exceptional by others. Exceptional Performance 5.0 Performance frequently exceeds job requirements. Accomplishments are regularly above expected levels. Performance is sustained and uniformly high with thorough and on-time results. Exceeds Expectations 4.0 Performance clearly and fully meets all the requirements of the position in terms of quality and quantity of work. It is described as good, solid performance. While minor deviations may occur, the overall level of performance meets all position requirements. Fully Meets Expectations 3.0 Performance is noticeably less than expected. The employee generally meets most jog requirements, but struggles to fully meet them all. The need for further development and improvement is clearly recognized. Needs Development 2.0 Performance must improve substantially within a reasonable period of time if the individual is to remain in this position. The employee is not meeting the job requirements. Unsatisfactory Performance 1.0 Detailed Information Description Scale Value
    7. 7. Schedule <ul><li>Milestones: 2006-07 </li></ul><ul><li>Milestones: 2007-08 </li></ul>Phase 1: Design, Test & Train Phase 2: Input 2006-07 Goals June Aug Sep Oct July Phase 3: Review Performance Phase 4: Set 2007-08 Goals Quarterly Check-ins: Jan / April / July Phase 5: Review Performance Oct April Sep Oct Jan July
    8. 8. Role of PEDS Division Project Leads <ul><li>Act a the first line of support for PEDS users </li></ul><ul><li>With Division head input, make significant decisions on how performance management for staff employees is implemented within the division </li></ul><ul><li>Provide two-way communication between the division and the central Implementation Team </li></ul><ul><li>Discuss and determine system configuration that is customized to the division </li></ul><ul><li>Identify and help develop solutions to meet the unique needs for performance management in the division </li></ul><ul><li>Help plan and coordinate system training for the division </li></ul>
    9. 9. PEDS or PRDS for 2006-07 Review? <ul><li>Division leaders chose – those on PRDS are: </li></ul><ul><li>If using PRDS, must use revised PRDS form with 5-point rating (download from HR website – copy / paste from 2006-07 document) </li></ul><ul><li>DUE in Human Resources no later than Friday, October 12, 2007 </li></ul><ul><li>All move to PEDS for 2007-08; online training starting October 2007 </li></ul><ul><li>Bookstore </li></ul><ul><li>Business, Daniels College of </li></ul><ul><li>Communications & Marketing, Office of </li></ul><ul><li>Education, Morgridge College of </li></ul><ul><li>Internationalization </li></ul><ul><li>Mail Services </li></ul><ul><li>Natural Sciences and Math, Division of </li></ul><ul><li>Quick Copy Center </li></ul><ul><li>Registrar, Office of the </li></ul><ul><li>Ricks Center for Gifted Children </li></ul><ul><li>Student Life </li></ul>
    10. 10. Performance Management on PEDS <ul><li>Let’s take a look… </li></ul>
    11. 11. Overview and Log in
    12. 12. Process Overview <ul><li>PEDS: System Phases </li></ul><ul><li>PEDS in six steps: </li></ul><ul><ul><ul><li>Enter duties, goals, development objectives </li></ul></ul></ul><ul><ul><ul><li>Assign weights </li></ul></ul></ul><ul><ul><ul><li>Self-assessment </li></ul></ul></ul><ul><ul><ul><li>Get feedback </li></ul></ul></ul><ul><ul><ul><li>Supervisor’s evaluation </li></ul></ul></ul><ul><ul><ul><li>Signatures & Completion </li></ul></ul></ul>Planning Evaluation
    13. 13. PEDS Process—2006 / 2007 <ul><li>Enter Duties and Responsibilities from job description into online form </li></ul><ul><li>Enter Job Goals into online form </li></ul><ul><li>Enter weights for Duties and Goals </li></ul><ul><li>Forward to Supervisor for review/approval </li></ul><ul><li>Review/approve duties and goals </li></ul><ul><li>Return to employee for self- assessment </li></ul><ul><li>Rate own performance (for each Duty and Job Goal) </li></ul><ul><li>Write rationale for rating in comments </li></ul><ul><li>Forward to supervisor </li></ul><ul><li>Finalize performance review form </li></ul><ul><li>Assign ratings </li></ul><ul><li>Return to employee for electronic signature </li></ul><ul><li>Review form, add final comments, and sign (electronically) </li></ul><ul><li>Return to Supervisor for final signature </li></ul>EMPLOYEE SUPERVISOR <ul><li>Sign final form online </li></ul><ul><li>Review complete </li></ul>Employee and supervisor meet for face-to-face performance review
    14. 14. Login to PEDS <ul><li>Open Internet Explorer </li></ul><ul><li>Go to the Human Resources web page at www.du.edu/hr </li></ul><ul><li>Click on the PEDS login link </li></ul>
    15. 15. Login Page
    16. 16. PEDS Home Page
    17. 17. My Forms Page (2006-07 form)
    18. 18. Overview: Form Elements (upper part of form) required
    19. 19. New Form Elements (Detail - left navigation) Entered by the system We will be adding information to these sections
    20. 20. Overview: New Form Elements (lower part of form)
    21. 21. Essential Duties and Responsibilities, Job Goals, and Development Strategy Planning Evaluation <ul><li>PEDS in six steps: </li></ul><ul><ul><ul><li>Enter duties, goals, development objectives </li></ul></ul></ul><ul><ul><ul><li>Assign weights </li></ul></ul></ul><ul><ul><ul><li>Self-assessment </li></ul></ul></ul><ul><ul><ul><li>Get feedback </li></ul></ul></ul><ul><ul><ul><li>Supervisor’s evaluation </li></ul></ul></ul><ul><ul><ul><li>Signatures & Completion </li></ul></ul></ul>
    22. 22. Adding New Duties and Goals
    23. 23. Adding New Duties and Goals
    24. 24. Adding New Duties and Goals <ul><li>Desired Results (Standards): </li></ul><ul><li>Do What? </li></ul><ul><li>With What? </li></ul><ul><li>By When? </li></ul><ul><li>How Often? </li></ul>Add duty title Describe duty Define standard
    25. 25. Development Strategy – Add Development Objective Complete details of the development activity Identify development objective
    26. 26. Weighting of Duties and Goals <ul><li>Prior to completing the PEDS form, the Employee and Supervisor should discuss weighting </li></ul><ul><li>When assigning a weight to a duty or goal, consider: </li></ul><ul><ul><li>Impact of the duty or goal </li></ul></ul><ul><ul><li>Time spent accomplishing the duty or goal </li></ul></ul><ul><li>Each duty and goal must be weighted; the weight MAY be 0% </li></ul><ul><li>Items in both the Essential Duties and Responsibilities Section and Job Goals Section of this form will be weighted on a scale from 0% – 100% </li></ul><ul><li>Weights for all Essential Duties must total 100%, and weights for all Job Goals must total 100% </li></ul><ul><li>The Essential Duties section and the Job Goals section will each receive an overall weight. The total of the two sections must equal 100% </li></ul>
    27. 27. Weighting Duties and Goals Assign Weighting to Each Element
    28. 28. Weighting Summary a) Save form 100% b) View weighting within sections 100% c) Add Section Weights
    29. 29. Employee’s Last Step in Goal Setting/Planning Save & Close Form NEXT: From the Supervisor’s Perspective…..
    30. 30. Supervisor: Review & Edit PEDS Form Janice (supervisor) selects Ursala’s PEDS form Janice, the supervisor, has logged in to review Ursala’s PEDS form…..
    31. 31. Supervisor: Edit PEDS Form To Edit Goal To Delete Goal
    32. 32. Supervisor: Review Weighting To Change Weighting 100% Review weighting 130% Click “Save” icon at top
    33. 33. Approve PEDS Form Supervisor’s Last Step in Goal Setting/Planning This concludes the Goal Setting/Planning Stage <ul><li>PEDS in six steps: </li></ul><ul><ul><li>Enter duties, goals, development objectives </li></ul></ul><ul><ul><li>Assign weights </li></ul></ul><ul><ul><li>Self-assessment </li></ul></ul><ul><ul><li>Get feedback </li></ul></ul><ul><ul><li>Supervisor’s evaluation </li></ul></ul><ul><ul><li>Signatures </li></ul></ul>We have now completed the first three steps in the PEDS process. This is typically done at the beginning of the review cycle in October.
    34. 34. Assessing and Reviewing Performance <ul><li>PEDS in six steps: </li></ul><ul><ul><ul><li>Enter duties, goals, development objectives </li></ul></ul></ul><ul><ul><ul><li>Assign weights </li></ul></ul></ul><ul><ul><ul><li>Self-assessment </li></ul></ul></ul><ul><ul><ul><li>Get feedback </li></ul></ul></ul><ul><ul><ul><li>Supervisor’s evaluation </li></ul></ul></ul><ul><ul><ul><li>Signatures & Completion </li></ul></ul></ul>Planning Evaluation
    35. 35. Supervisor: Begin Evaluation Process Janice (supervisor) selects Ursala’s PEDS form Janice, the supervisor, has logged in and selected Ursala’s PEDS form…..
    36. 36. Supervisor sends to employee for self assessment #2 Comments entered here will be the text in the email message #1 #3 The form has been sent to Ursala with an email notification
    37. 37. Supervisor: View En Route Information Shows that form was sent to employee for self-assessment The form has been sent to Ursala with an email notification NEXT: From the Employee’s Perspective…..
    38. 38. Employee: Begin Self-Assessment
    39. 39. Employee: Enter Ratings for Each Duty & Goal Note that comments may be viewed by the Supervisor and others. Use the “Spell Check” and “Legal Scan” options to assist you. Text may be cut-and-pasted from another document. a) Select rating b) Evidence of accomplishment (reason for rating)
    40. 40. Employee Sends to Supervisor #3 Comments entered here will be the text in the email message #1 #2 #4 Popup The form has been sent to Janice with an email notification
    41. 41. Employee: View En Route Information Shows that form was sent to the Supervisor The form has been sent to Janice with an email notification NEXT: From the Supervisor’s Perspective…..
    42. 42. Supervisors: About Giving Feedback … <ul><li>Feedback providers will see the employee’s self-assessment </li></ul><ul><li>Feedback providers may enter comments in designated comment box for each duty, goal, development objective, and add overall comments </li></ul><ul><li>Feedback must be given by one person at a time; build time into your review timeline for this process </li></ul><ul><li>The employee and the supervisor will be able to view any comments entered by the feedback provider; other feedback providers and all signers will also see feedback comments </li></ul><ul><li>The employee cannot view feedback until the supervisor has received it from the provider, and sends the form to the employee </li></ul>
    43. 43. Supervisors: Search & Select for Feedback a) select… b) define criteria & search users c) select from list… d) and click “Select & Continue”
    44. 44. Face to Face Discussion Regarding Performance
    45. 45. Supervisor’s evaluation (detail) Supervisor enters his/her rating and comments Employee’s rating
    46. 46. Supervisor’s evaluation (summary) Next: signatures… Supervisor’s overall comments Calculated by PEDS using the supervisor’s weighted ratings
    47. 47. Supervisor adds additional signer (optional) <ul><li>Signatures are the last step after other review steps are complete </li></ul>Supervisors : Be clear on role of additional signer (vs. feedback provider OR person to whom electronic copy of completed review is sent) Once saved, it cannot be removed!!
    48. 48. Supervisor adds additional signer (optional) <ul><li>Routing: </li></ul><ul><ul><li>Supervisor to additional signer </li></ul></ul><ul><ul><li>Additional signer to employee </li></ul></ul><ul><ul><li>Next… </li></ul></ul><ul><ul><li>Employee signs (acknowledging receipt of review) </li></ul></ul><ul><ul><li>Manager signs and sends to completion </li></ul></ul>
    49. 49. Supervisor Routes to Employee for Signature b) comments entered here will be the text in the email message The form has been sent to Ursala with an email notification a) select… Popup c) select
    50. 50. Employee Signs The signed form has been sent to Janice with an email notification a) Employee signs by selecting… Popup b) comments entered here will be the text in the email message c) select
    51. 51. Supervisor Signs The review is now complete a) Supervisor signs by selecting… b) comments entered here will be the text in the email message c) select Popup
    52. 52. Review Complete The form is now in “Completed” – not “In Progress”
    53. 53. Next Steps <ul><li>Start with 2006-07 PRDS document </li></ul><ul><li>Plan your move to PEDS: </li></ul><ul><ul><li>See tools on the PEDS website – www.du.edu/hr – Select “PEDS” link </li></ul></ul><ul><ul><ul><li>2006-07 PEDS Checklist for Supervisors & Employees </li></ul></ul></ul><ul><ul><ul><li>Transition sample (PRDS to PEDS Tool) </li></ul></ul></ul><ul><ul><li>Talk with your supervisor about weighting duties and goals </li></ul></ul><ul><li>If no 2006-07 goals: </li></ul><ul><ul><li>Review projects and calendar for 2006-07; identify key duties and projects (those which required significant time and effort) </li></ul></ul><ul><ul><li>Discuss with your supervisor; use for 2006-07 performance appraisal </li></ul></ul><ul><li>Meet to discuss performance review BEFORE Division deadline </li></ul><ul><li>DUE on PEDS no later than Friday, October 12, 2007 </li></ul>
    54. 54. Questions? Contact your PEDS Division Project Leads <ul><li>Dana Campbell </li></ul><ul><li>Linda Clark </li></ul><ul><li>Angela Duggan </li></ul><ul><li>Debi Faust </li></ul><ul><li>Julanna Gilbert </li></ul><ul><li>Cyndi Hendrickson </li></ul><ul><li>Theresa Hernandez </li></ul><ul><li>Ellen Holland </li></ul><ul><li>Mike Holt </li></ul><ul><li>Tiffany Hutchings </li></ul><ul><li>Shannon Jones </li></ul><ul><li>Dorothy Joseph </li></ul><ul><li>Molly Keegan </li></ul><ul><li>Norma King </li></ul><ul><li>Neil Krauss </li></ul><ul><li>Dawn Kreider </li></ul><ul><li>Paula Kriegshauser </li></ul><ul><li>Tracie Kruse </li></ul><ul><li>Kent Lebsack </li></ul><ul><li>Johanna Leyba </li></ul><ul><li>Anne Linder </li></ul><ul><li>Marcee Martin </li></ul><ul><li>Jerry Mauck </li></ul><ul><li>Tom Mays </li></ul><ul><li>Lainie Meilinger </li></ul><ul><li>Mary Metros </li></ul><ul><li>Sandy Mondragon </li></ul><ul><li>Annette Nelson </li></ul><ul><li>Kirsten Norwood </li></ul><ul><li>Mary Beth Patterson </li></ul><ul><li>Jonathan Radin </li></ul><ul><li>Todd Rinehart </li></ul><ul><li>Scott Schrage </li></ul><ul><li>Kathy Shoemaker </li></ul><ul><li>Fran Solano </li></ul><ul><li>Amy Tafuro </li></ul><ul><li>Jennifer Thompson </li></ul><ul><li>Sheila Summers Thompson </li></ul><ul><li>Dawn Tischauser </li></ul><ul><li>Dan VanAckeren </li></ul><ul><li>Chris Wera </li></ul><ul><li>Jason Wyrick </li></ul><ul><li>Issah Yakubu </li></ul>
    55. 55. Thank you… <ul><li>Ideas or suggestions? </li></ul><ul><li>Concerns? </li></ul><ul><li>Other comments? </li></ul>Contact Sharon Gabel, the PEDS Project Manager, at x13103 or sgabel@du.edu

    ×