Performance Appraisal Program

1. Performance Appraisal Program Performance criteria Performance appraisal process Merit increase program

2. Defining Performance Management Performance management is an ongoing process of communication and actions taken to achieve predetermined goals. • Define performance • Measure performance • Ongoing communication of performance • Strategies and techniques for improving performance • Strategies and techniques for reinforcing performance

3. Performance Management Systems • Managing employee performance every day is the key to an effective performance management system. As managers you can help people perform most effectively by: • Setting goals • Making expectations clear • Providing frequent feedback • The overall goal of performance management is to ensure that employees are working in an optimum fashion to achieve the results desired by the University

4. Our Performance Management System OBJECTIVES, PHILOSOPHY AND PERFORMANCE CRITERIA

5. Our Performance Management Objectives • Reinforce performance expectations across University • Promote merit based pay philosophy • Define objective performance criteria and rating scale for increased consistency of ratings across managers • Establish a model for merit based staff compensation decisions • Foster internal equity and fairness in personnel decisions related to performance and compensation • Maintain competitive wages in the marketplace while managing payroll costs

6. Our Performance Management Philosophy Regular reviews of individual performance are an important part of MUW’s performance management program, which serves as an instrument for communication, development, and personnel decision-making. Managers and Directors are encouraged to use the performance appraisal process as a tool to recognize changes in performance levels and develop goals for improvement or advancement.

7. Our New Performance Appraisal Process • Performance criteria with behavioral indicators defined for Managers and Staff • Updated performance evaluation forms • Merit increase guidelines for ongoing administration of pay for performance philosophy • When funding is available, merit raises will consider the employee’s overall performance and where the salary for that position falls within the range for that assigned grade

8. Our New Performance Appraisal Process • Assumes certain criteria drive performance • Identifies specific desired behaviors • Evaluation based on demonstrated actions • Rating tied to degree to which behavior exhibited • Behaviors reinforce University culture and values

9. Performance Criteria Staff (10) Managers (15) • Adaptability • Customer Focus • Ethics and Integrity • Initiative • Interpersonal Relations • Job Knowledge • Judgment • Reliability • Teamwork • Time Management • Staff criteria plus: • Organization & Planning • Communication • Decision Making & Problem Solving • Leading & Developing Direct Reports • Employee Relations

10. Behavioral Indicators • Define important workplace behaviors within the University • Behavioral examples of varying levels of performance • Far Exceeds Expectations • Exceeds Expectations • Meets Expectations • Does Not Meet Expectations • Unsatisfactory Performance • Rate performance based on observed, typical behaviors in each criterion • E.g. a staff member routinely offers assistance to coworkers in order to ensure work group deadlines are met

11. Sample Behavioral Indicators

12. Overall Rating Definitions

13. Outcomes There are two outcomes of performance appraisal: • Improve Performance–improve productivity, provide counseling, plan individual development • Reinforce Performance–reward, recognize, identify opportunities, foster commitment

14. Next Steps The Performance appraisal process

15. Appraisal Process • Complete initial appraisal recommending an overall performance rating for each employee • Refer to the Performance Criteria to maximize consistency across appraisals • Use defined behavioral indicators to select the rating that most closely describes the employee’s performance during the entire review period • Justify performance ratings of Exceeds, Far Exceeds, Does Not Meet or Unsatisfactory with written comments • Include specific examples that illustrate the behavior(s) that caused the employee to earn the performance rating

16. Appraisal Process cont’d • Based on individual performance criteria ratings, recommend an overall performance rating for the employee • Completed appraisals will be forwarded to the Cabinet for review and approval prior to employee review meetings • Conduct formal review meeting with employees to communicate performance rating, areas for improvement and/or development, goals for next review period

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