Performance Appraisal Program

1. Performance Appraisal Program

2. Human Resources Mission Statement • The Human Resources staff seeks to empower employee success. • We seek to inform, involve and inspire employees at every level. • We support the University in recruiting and retaining the finest faculty and staff possible to carry out its mission as a liberal arts university.

3. Appraisal Purpose • Establish expectations and determine fit with job candidates • Form the foundation of employee orientation • Develop goals • Assure consistency with job description • Provide employee with opportunity for feedback • Identify training needs • Identify potential for promotion

4. Appraisal Purpose, cont. • Provide opportunity for recognition • Provide consistency for potential merit-pay salary system • Identify specific corrective discipline • Provide documentation for potential separation: no surprises!

5. Performance Management Success Formula: 25% is culture: acceptance of purpose and need. 25% is the tool: consistency and customization 50% is the skill of the supervisor. Training commitment from HR and with supervisorsand staff.

6. Information Sharing • Large group awareness training • Small group pilot testing • Refinement • Six information sessions last summer • Appraisal Year 1, 2013-14. • Feedback meeting June 2014 and tool revision

7. In a Nutshell… • Step 1: Manager and employee meet, review Job Description, agree on items for evaluation • Step 2: Employee and manager complete the form. You can do this simultaneously or sequentially. • Step 3: Manager and employee meet again, review the completed tools, listen to one another, and plan for a great year.

8. The Tool • Needs consistency so we can have cross-division comparisons. • Needs to allow some customization for differences in jobs. • Needs testing and input from colleagues for best results.

9. The Tool

10. The Tool • 360 Review? Yes No If yes, create separate list of those who were contacted.

11. .PERFORMANCE EVALUATION RATING SCALEReview the Performance Evaluation Rating Scale so you are competent to complete the evaluation. Any questions should be directed to the Human Resource Department

12. Instructions • SECTION I: JOB SPECIFIC PERFORMANCE FACTORS. Include responsibility areas from the employee’s job description, annual goals, and/or specific responsibilities assigned to the position for the evaluation year. Examples must be included for all ratings that are U (unsatisfactory), ND (Needs Development) and E (Exceeds). Assign the appropriate rating based on the comments/examples. (To be completed by both the Manager and Employee) • SECTION II: PERFORMANCE BEHAVIORS, WORK CAPACITY AND COMPETENCIES. First review the description section of each category and complete the comments sections. Examples must be included for all ratings that are U (unsatisfactory), ND (Needs Development) and E (Exceeds).Then assign a rating from the Rating Scale. (To be completed by both the Manager and Employee) • SECTION III: KEY GOALS, TALENT REVIEW, AND DEVELOPMENT PLANS (To be completed by both the Manager and Employee) • SECTION IV: PERFORMANCE EVALUATION SUMMARY. (To be completed by Manager)

13. SECTION I: JOB-SPECIFIC PERFORMANCE FACTORS(To be completed by both the Manager and Employee) Comments:

14. SECTION II: PERFORMANCE BEHAVIORS, WORK CAPACITY AND COMPETENCIES(To be completed by both the Manager and Employee)

15. SECTION III: KEY GOALS, TALENT REVIEW, AND DEVELOPMENT PLANS(To be completed by Employee and Manager) .

16. Section III, Continued

17. Section III, continued • BARRIERS TO EFFECTIVE WORK/GOAL ATTAINMENT/JOB SATISFACTION

18. Section III, continued • SKILLS, TALENTS AND CAREER DEVELOPMENT ACCOMPLISHMENTS

19. Section III, continued

20. SECTION IV: PERFORMANCE EVALUATION SUMMARY(To be completed by Manager)

21. Section IV, cont. Employee Comments: Supervisor Comments:

22. Employee Acknowledgement In signing below, I acknowledge that I have been given the opportunity to review the contents of this performance evaluation, and \ • that my job performance was discussed with me. My signature does not necessarily imply agreement with the contents of the evaluation.

23. Suggestions: Setting the Climate for Success • Acknowledge feelings: nervous? • Remind about process: homework and preparation • Focus on performance not personality. Specific examples:You are late with your reports. NOT: You are lazy. You do not return phone calls and emails within 24 hours. NOT: You’re unresponsive. You write clearly, giving priority and specificity. NOT: You’re terrific!

24. Suggestions: Setting the Climate for Success • Give balanced feedback as possible • Attend to non-verbal cues • Focus on actions, not intent. • Strive for consistency. • Coach if needed: acquiring skills and knowledge • “I’d like you to learn Excel” • Counsel if needed: focus on changing behavior • “To be responsive, return emails and calls within 24 hours.” • LISTEN!

25. Handling Negative Reactions • Silence: ask questions • Sadness: wait for colleague to become composed, refocus conversation on points of agreement or action, or reschedule. • Anger: stay calm, breathe, and refocus the conversation, reschedule if necessary, ask for assistance if necessary

26. Analysis for Success • Focus on learning from experiences, both positive and negative. • Using resources: campus and professional training • Overcoming obstacles: EAP • If needed: performance improvement plan-work with Human Resources on this

27. All Year Long • Keep a performance journal or file • Document, document, document • Involve HR before concerns become issues, or issues become crises.