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Performance Appraisal/Feedback Process

Performance Appraisal/Feedback Process. Wharton Human Resources. Wharton Committee. Dan Alig Shanna Hocking Colleen O’Neill Jonathan Katzenbach Peter Winicov Kim Ridley Amy Collins Tammy Rawls Emma Grigore Jill Gran Anna Loh. Participants in the pilot program. Wharton ULAR

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Performance Appraisal/Feedback Process

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  1. Performance Appraisal/Feedback Process Wharton Human Resources

  2. Wharton Committee • Dan Alig • Shanna Hocking • Colleen O’Neill • Jonathan Katzenbach • Peter Winicov • Kim Ridley • Amy Collins • Tammy Rawls • Emma Grigore • Jill Gran • Anna Loh Wharton Human Resources

  3. Participants in the pilot program • Wharton • ULAR • Business Services • Exec Dir BSD Finance   • SAS • Linguistic Data Consortium (LDC) • SAS Facilities • SAS computing • SAS Human Resources • ELP • LPS • Department of Africana Studies • Center for Africana Studies • Chemistry • SAS Finance and Administration • Professional and Liberal Education Wharton Human Resources

  4. Objectives • Introduce an easier way to facilitate feedback • Encourage more frequent and timely conversations • Create a collaborative process • Focus on the feedback and not the process Wharton Human Resources

  5. Differences • Annual ReviewFeedback Sessions • Outdated Updated • Occurs at the end of the fiscal Occurs at the end of the quarter • year • Focus on the past and tasks Focus on the future • Supervisor driven Equal partners • Focuses on process Focuses on feedback • Establishes development opportunities Develops development opportunities • once a year four times a year • Time consuming Easier • Supervisor “rates” the employee No ratings Wharton Human Resources

  6. Process • End of each quarter employee and supervisor will receive an email directing them to answer questions in an automated system.* • Employee or supervisor will schedule a feedback meeting. • Discuss answers. • In Q4, supervisor will set goals for upcoming fiscal year. • HR will be able to see who is participating. • *until the process is automated, we will use a paper form sent • via email. Wharton Human Resources

  7. Questions • What were the accomplishments this quarter? • What were the challenges faced this quarter? • What development opportunities should we focus on going forward? • What can my supervisor do to support me in my role? Wharton Human Resources

  8. AccomplishmentsExamples • Goals progress • Projects • Innovations • Initiative • Improved efficiencies Wharton Human Resources

  9. ChallengesExamples • Missed deadlines • Lack of communication/understanding • Failure to prioritize • Lack of training • Failure to follow-up Name of Initiative

  10. Development OpportunitiesExamples • More frequent performance discussions • Skills or competencies training • Mentor • Career coach • Conference • Projects • Additional responsibilities Name of Initiative

  11. 4th Quarter • Answer four questions and recap the year • Set annual goals for following year • Merit increases are assigned Wharton Human Resources

  12. Whatto Avoid • Not doing it • Copying and pasting the last quarters’ feedback • Skipping the discussion • Ignoring a question Wharton Human Resources

  13. What we don’t know • When the process will be automated. • If “no ratings” will be accepted when program goes live next year. • If the questions will be changed. Wharton Human Resources

  14. What we do know • This is a pilot. • We need your feedback. • This process moves us into the 21st century. Wharton Human Resources

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