This document provides an overview of the performance appraisal process at the Foundation for California Community Colleges. It discusses the purpose of performance appraisals, the performance management cycle which includes goal setting, feedback, and reviews. It outlines how to develop SMART goals and assess performance. The foundation's performance appraisal process involves self-evaluation, supervisor assessment, and a performance appraisal meeting. The performance appraisal form sections are also summarized, including rating employee goal completion, setting new goals, assessing competencies, reviewing job descriptions, and obtaining signatures.

1. Performance Appraisal
Training
Foundation for California Community Colleges
Human Resources Department
August 10, 2012

2. Agenda
• Purpose of Performance Appraisals
• Performance Management Cycle
• Developing Goals and Assessing
Performance
• Foundation Performance Appraisal Process
• Performance Appraisal Forms
• Q&A

3. Purpose of Appraising Performance
• Performance Management and
Goals, Mission, etc.
• Organizational Goals
• Departmental Goals
• Individual Employee Goals

4. Performance Management Cycle
• Performance Appraisal and Goal Setting
• Feedback, Check-in Initial Goal
Setting
• Adjustments as appropriate Meeting
• Annual Review Annual Performance
Performance Performance
and Goal Management and Goals
Review Cycle
Regular
Feedback
Meeting

5. Developing Goals
• Tie to organizational and departmental
needs and goals
• Account for:
• Competencies
• Skills
• Experience
• Professional Growth
• Available Resources

6. Developing Goals
• Create a plan to achieve
• SMART Goals
• Specific
• Measurable
• Actionable
• Realistic
• Time-bound

7. Performance Appraisal Process
• Self-Evaluation
• Supervisory Assessment
• Performance Appraisal Meeting
• Finalize, Sign and Send to Human
Resources
• Due 8/31/12
• Send to Shannon MacGregor
• Include Job Description

8. Performance Appraisal Meeting
• Identify areas of agreement and difference
• Gather information
• Keep an open mind
• Meaningful discussion/adequate time
• Be specific
• Be fair and consistent
• Be constructive
• Discuss development (plans, actions, goals, etc.)

9. Things to Remember
• Keep your scheduled appraisal meetings
• Measure what is important
• Avoid surprises
• Be honest, but sensitive
• If you made a mistake, be willing to fix it

10. Appraisal Form
Rating Scale
• Exceptional (5)
• Exceeds (4)
• Meets (3)
• Needs Improvement (2)
• Unsatisfactory (1)

11. Appraisal Form Sections
Section 1: Goals Review & Rating
• Ratings reflect:
• Level of Completion
• Quality
• Obstacles
• Adjustments
• Add meaningful comments

12. Appraisal Form Sections (continued)
Section 2: Goals for Next Period
• Based on needs and goals
(organization and department)
• Plan
• SMART
• Specific
• Measurable
• Actionable
• Realistic
• Time-bound

13. Appraisal Form Sections (continued)
Section 3: Performance Competencies
• Combines similar competencies
into groups
• Select appropriate competencies
based on job duties and goals
• Use examples
• Keep an open mind

14. Appraisal Form Sections (continued)
Section 4: Job Description Review
• Opportunity to revise
• Update to reflect current and
future responsibilities
• Reflects department and program
needs
• Email all job descriptions to
Shannon MacGregor at
smacgregor@foundationccc.org

15. Appraisal Form Sections (continued)
Section 5: Signatures
• Supervisory Comments and
Summary
• Employee Comments
• Send signed, and completed
Appraisal Form to Shannon
MacGregor by 8/31/12

16. Questions?
Thank You!