Employee acknowledges performance review

Report
2013-2014
Pi l o t G r o u p - Pe o p l e Ad m i n Pe r fo r m a n ce R e vi e w Tr a i n i n g III
Welcome
Pilot Group!
Performance Review Cycle
1
10
Employee
Acknowledges
Performance
Review
Supervisor
Reviews
Employee’s
Position
Description
2
Supervisor Sets
Plan
3
9
Employee
Acknowledges
Plan
System
Cycle
Performance
Review Discussion
8
Reviewing Officer
Acknowledges
Review
7
Supervisor
Completes Review
4
Mid-Year Check-In
5
6
Employee
Completes SelfReview
Assign Multi-Rater
Pilot Group Session 3
• Timeline
• Self-Review
• Supervisor Review
• Reviewing Officer
• Performance Review Discussion
• Acknowledgement
• History and Printing
Pilot Group Timeline
Topic
Open
Close
Objective Plan Setting
September 20th
October 31st
Mid-year check-in
January 27th
February 28th
Self-review/review/
acknowledgements
April 21st
July 31st
EMPLOYEE COMPLETES SELFREVIEW
Self-Review
•
•
•
Same content as paper form – now on-line!
The criteria established in the plan carries over into the Self Review!
Employee can access self-review under the “home” button under “your action items”
Or, employee can click on “My Reviews”, then the “Self Review” icon, or “Self Review” on the left-hand
menu bar
Self-Review
•
•
Enhancement!
– Employees may now select “both” allowing an opportunity to discuss areas of strength and
development needs within a specific category
For each criteria the employee should select “strength,” “development opportunity” or “both” from
the drop down list. Then, the employee should complete the “comments” section describing why
they chose the specific assessment. Once completing the Performance Criteria section, the
employee should click “next”.
Self-Review: Job Specific Criteria
The employee should complete the “job specific criteria” portion,
selecting the assessment and completing the comments portion. Once
complete, the employee should click “next”.
Self-Review: Individual Goals
The employee should complete the “individual goals” portion selecting the assessment rating and
completing the comments portion. Once complete, the employee should click “next”.
Self-Review: Top 3 Accomplishments
The employee should complete the “Top 3 Accomplishments” portion. After entering each item the
employee should click “add entry” until 3 accomplishments have been listed. Once complete, the employee
should click “next”.
Self-Review: Professional Development Plans
The employee should provide comments in the “Professional Development Plans” portion.
**It is important to complete all tabs before submitting the self-review to your supervisor.**
Once complete the employee should click “complete”.
NORMALIZATION
NORMALIZATION
• Effort towards cross-collaboration
• Agreement and adoption of rating
definitions, consistently applied downward
within a VP division among departments as
well as across VP divisions
• Current discussion at Cabinet level
Rating Definitions
Rating falls between a 1.0 and a 3.0 in increments of .25 (1.75, 2.0, 2.25 etc.).
Rating 3
Performance consistently greatly exceeds job standards and established goals. Unexpected assignments are
handled with above average skill. Frequently exceeds major requirements and expectations;
accomplishments are noteworthy and highly valued. Demonstrates exceptional quality in most of the
essential areas of responsibility. This rating is given to employees who exhibit high overall performance,
routinely go beyond what is expected in order to substantially surpass the majority of their key performance
expectations and have exceeded expectations in their job criteria.
Rating 2
Performance consistently and reliably meets job requirements and critical goals are achieved. Results are
consistent with those of a fully trained and motivated employee. Employee exhibits solid performance
which consistently fulfills expectations and satisfactorily accomplishes all objectives.
Rating 1
Employee may meet most job standards, but requires more than usual supervisor follow-up and direction.
Steps must be taken to further develop targeted areas which will improve overall performance. A
professional development plan to improve performance must be outlined and monitored, with timelines for
improvement established.
SUPERVISOR COMPLETES REVIEW
SUPERVISOR TOOLS
• Objective Plan
• Employee Self Review
• Progress Notes
• Multi-rater Feedback
Supervisor Review
•
•
•
Same content as paper form – now on-line!
The criteria established in the plan carries over into the Supervisor Review!
Supervisor can click on the “home” button and select the review under “your action items”
Or, supervisor can select the supervisor review by clicking on the supervisor review (pen) icon or
“supervisor review” on the left-hand column
Supervisor Review
Supervisor should provide comments in each of the performance criteria; job specific criteria, individual
goals and professional development sections.
Supervisor Review
Quick Tip: you can open multiple windows to view the employee’s self-review and
any multi-rater feedback!
Go to “file” then “new window”.
Supervisor Review
•
•
Enhancements:
– Scores have moved from a 0-3 rating scale to 1-3 rating scale
– Supervisors select one “overall” score rather than individual scores for each category
– Supervisors select scores in “.25” increments rather than averaging out individual ratings
Supervisor should select an overall score from the drop down menu and provide comments
Supervisor Review
Supervisor should click “complete” once the review is finalized – will now go
to the Reviewing Officer
9-month and 10-month
Employees
Please prioritize your 9 and 10 month employees!
The entire process must be complete before they leave for the summer.
Ensure to leave time for the reviewing officer approval and the performance
discussion.
REVIEWING OFFICER
ACKNOWLEDGES REVIEW
Reviewing Officer Acknowledges Review
•
•
•
•
•
Reviewing officer is the next level supervisor
Reviewing officer can click on the “home” button and view the acknowledgement step under “your
action items”
Or, reviewing officer can click on the acknowledgement (clipboard) icon or “acknowledgements” from
the left-hand column
Reviewing officer should read through the performance review and click “acknowledge” once having
approved the review
Supervisor must not meet with their employee prior to the reviewing officer approving the review
Reviewing Officer Acknowledges Review
•
•
•
•
•
If reviewing officer disagrees with the review, the review can be sent back to the supervisor for
reconsideration by clicking “reject”
Reviewing officer should include comments back to the supervisor
Reviewing officer and supervisor must discuss the review prior to the supervisor re-submitting the
review to the reviewing officer
Reviewing officer should read through the performance review and click “acknowledge” once having
approved the review
Supervisor must not meet with their employee prior to the reviewing officer approving the review
Reviewing Officer Acknowledges Review
Reviewing officer should communicate to the
supervisor when the review has been approved or
returned.
Once the reviewing officer has acknowledged the
review, the review is with the supervisor. All
supervisors must strive to meet with their employees
as soon as possible once the reviewing officer has
acknowledged and approved the review.
PERFORMANCE REVIEW
DISCUSSION
Performance Review Discussion
•
•
•
•
•
Supervisor should click on the “home” section on the menu bar across the top of the page to see
what tasks are due
** NO SURPRISES **
Supervisor should click on “performance review discussion”
Supervisor should meet in person with their employee and deliver the performance review
After the meeting, supervisor should click “complete”
Performance Review Discussion
After the meeting, supervisor should document the
discussion in the progress notes
EMPLOYEE ACKNOWLEDGES
PERFORMANCE REVIEW
Employee Acknowledges
Performance Review
•
•
Employee can click on the “home” button, under “your action items”, and find the
acknowledgement which is due
Or, employee can click on the Acknowledgement Icon (clipboard) or “Acknowledgements” on the
left-hand column
Employee Acknowledges
Performance Review
•
•
Employee should read through the supervisor review to ensure it captures the performance
review discussion
Once the employee has read through the review, employee should click “acknowledge”
HISTORY
History
History
PRINT OPTIONS
Printing
•
•
•
•
Go to History
Print Button
Prints everything
Or, select what part to print
What if my Employee is on Leave?
• Try to complete any open tasks early, prior to their
leave
• If not able, tasks will be “overdue”
• “Overdue” tasks can be caught up upon their return, if
within the annual review cycle
• If the end of the annual review cycle is near, the
supervisor should complete the performance review
and the employee should sign a hard-copy when back
from leave
Next Steps
 Upcoming Trainings:
 Giving and Receiving Feedback: 5/6/14
 Resolving Conflict: 5/28/14
http://www.gonzaga.edu/gutraining
Performance Management PowerPoint and other resources are
located at: http://www.gonzaga.edu/hr, then click on
performance management on the left column.
40
Questions?

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