Performance Appraisal and Goal-Setting

1. Performance Appraisal and Goal-Setting Charting the Roadmap to Excellence

2. Key points of the appraisal process Engage staff in an interactive goal setting process Hold candid conversations about performance and related professional development activities Communicate clear supervisory expectations against which performance will be measured

3. Key points�continued Reinforce the correlation between performance assessment and the award of merit at budget turnaround Make it clear that adequate performance does not entitle employees to the �pool� or �average� increase

4. Interactive Goal Setting Process Clearly state the performance objective Break it down into identifiable and manageable components Isolate resources needed to accomplish each component Identify possible barriers Develop a quarterly timeline that will include periodic meetings between you and the employee.

5. Goal-setting components Goal: statement of results to be achieved within a specific timeframe Standard: ongoing performance criteria to be repeatedly met or exceeded Competency: personal attribute, ability or skill an individual demonstrates at work Stretch Goal: extremely ambitious goal that prompts �outside-the-box� thinking

6. Variety is good! Consider a combination of� Goals and standards that support unit objectives Goals that support personal/professional development Stretch goals that are very rigorous and challenges talents and abilities

7. S.M.A.A.R.T criteria Specific � help the staff member understand exactly what is expected Measurable � measurements help the staff member and supervisor understand when the expectation is achieved Achievable � expectations should be realistic Agreed upon � by staff member and supervisor Results Oriented � expectations should focus on end results Time Bound � deadlines should be identified where applicable

8. Communicate clear expectations The position description outlines the duties and responsibilities for the position or defines what the staff member is to do. Expectations help the staff member understand how he or she should perform the duties and responsibilities. Section I on the current appraisal form � Major Responsibilities � will provide up-to-date duties and responsibilities. An expectation can combine both quantitative and qualitative information.

9. Hold candid conversations Provide feedback that is direct and honest Attempt to put the staff member at ease during quarterly meetings and the actual appraisal meeting Provide specific evidence and examples when possible

10. Performance and merit correlation Ratings and comments should be well thought out, and directly tied to merit recommendation Use multiple ratings on the scale Adequate performance does not entitle staff members to the merit �pool� amount

11. Tips for Conducting Appraisals Encourage day-to-day communication Use an up-to-date job description Evaluate yourself before your staff Prepare and plan for the appraisal meeting Put the staff member at ease in the meeting Evaluate performance not personality Be candid and specific Set goals and objectives Document mutually agreed upon goals Care about your staff members & their performance Familiarize new employees with the appraisal process

12. Put the staff member at ease Inform staff members ahead of time when the appraisal meeting will be held and how long it will take Allow time for a warm-up period at the beginning of the appraisal meeting Discuss the importance of the performance appraisal with the staff member Let the employee talk Listen!

13. Questions to ask when preparing for a Performance Appraisal What results do I want? What contribution is the staff member making? What contribution should the staff member be making? Is the staff member working near his/her potential? Does the staff member know clearly what is expected?

14. Questions continued� What training and development, if any, does the staff member need? What are the staff member�s strengths? How has MY performance helped or hindered the staff member?

15. Resources Internet Institutions of Higher Ed Morris Library Human Resources http://www.udel.edu/EMPRELATION/appraisal.html

16. Questions?