Completing Performance Appraisals in PATH (Performance and Tracking Headquarters)

1. Completing Performance Appraisals in PATH(Performance and Tracking Headquarters)

2. To access PATH, go to HR page:http://iws2.collin.edu/hr/ Click on PATH

3. Log In to PATH Use your Novell User Name and Password

4. To create an evaluation, you must be logged in as Supervisor If it doesn’t say “Supervisor” here, you need to change User Type. Click here to Change your User Type

5. Change User Type 1. Click on the User Type you need to be. 2. Click on Change Group

6. Click on Begin New Performance Evaluation

7. Click on Start Action.

8. Click on Searchto get a list of the positions that report to you.

9. You will see a list of positions that report to you. If any are missing, or if any are listed who do NOT report to you, please let Dindy Robinson know via phone (#3162) or email. Click on Start Action

10. This screen gives summary information for the performance appraisal. Enter a title for the evaluation into this field: FY2010 Evaluation Frodo Baggins

11. This is the screen for evaluating the Essential Job Functions. You need to assign a rating and give an explanation for the rating for EACH essential job function. For example, “Very concerned with resolving customer service issues quickly.” or “Did a great job updating our procedures manual to ensure it is current and accurate.” Note the new rating categories!

12. EJF Ratings • Meets Standards of Excellence – Performance clearly and consistently exceeds basic job expectations or requirements and is described in terms such as “successful,” “impressive,” or “effective.” • Satisfactory – Performance meets basic job expectations or requirements and the employee is making positive, consistent progress. • Needs Improvement –Performance does not consistently meet expectations or standards or the employee is not making progress.

13. EJF Ratings • Too New to Rate – Performance in this area has not yet been observed or the employee has not yet had time to demonstrate proficiency, competency, or skill • Remove from Job Description - If a given job function is no longer a primary or essential part of the employee’s job, indicate in the right column that the function should be removed from the job description. DISREGARD FOR 2010!

14. To evaluate each essential job function, click on Edit.

15. You must assign a rating. Enter a comment in this field to explain the rating. Example: “Processes high quality documents on time & notifies clients of status ” Click on Save Changes.

16. After you enter your rating and explanation for each essential job function, scroll to the bottom of the page and click “Save and Stay on this Page.” This way if you are interrupted or your connection times out, you will not lose everything you entered. IF YOU CLICK CONTINUE TO THE NEXT PAGE WITHOUT CLICKING SAVE AND STAY ON THIS PAGE, YOUR INFORMATION WILL NOT BE SAVED UNLESS YOU COMPLETE AND SAVE THE ENTIRE EVLAUTION.

17. For each District-Wide Responsibility, select a rating and enter an explanation of the rating. Be specific, particularly on a Needs Improvement rating.

18. Save, then Continue…

19. Enter Accomplishments, Save, Continue

20. Change! The goals set at last year’s evaluation will be brought forward to this year’s evaluation for you to Edit with a completion date and Explanation

21. Overall Rating • Derived from combination • essential job functions • district-wide responsibilities • accomplishments • goal completion. • Consider • percentage time for each EJF • scope of other items

22. Overall Rating Meets Standards of Excellence - Performance clearly and consistently exceeds basic job expectations or requirements and is described in terms such as "successful," "impressive," or "effective."Satisfactory - Performance is meeting basic job expectations or requirements, and the employee is making positive, consistent progress.Unsatisfactory - Serious performance concerns exist (and may include formal disciplinary action for performance concerns that have not been fully remediated).

23. Overall Rating, Comments, Save, Continue

24. Eligibility for annual increase • Employees with an overall rating of “Unsatisfactory” are not eligible for annual pay increase • Employees with an overall rating of “Meets Standards of Excellence” or “Satisfactory” are eligible for but not guaranteed annual pay increase

26. This REALLY saves all your work! Failing to Confirm will result in all your work being lost!

27. Next Steps to Completing the Appraisal in PATH…After the Employee Meeting • Find the evaluation! • Adjust text, if appropriate • Add next year’s goals • Send to employee for final review and comments

28. Click on Active Evaluations (You saved it, so it’s still Active)

30. Click Save if you want to think about the review before sending. ClickSubmit to Employee for Review if you are finished with all sections, including next year’s goals.

31. Need Help? • PATH system: Dindy Robinson - #3162 • Appraisal content or employee meeting: • Sheri Eadie x3158 (CHEC) • Sandy Davis x 3164 (CPC, Rockwall) • Kari Kimbrough x3160 (PRC, CYC, Allen) • Tina Mohan x3856 (SCC)