PERFORMANCE MANAGEMENT TIPS - Michigan



LARA Tips and Guidelines

Preparing Performance Plans and Reviews

General

✓ Annual performance reviews for Group 1 & 2 employees have been suspended for the current time. Managers/supervisors must continue to provide their direct reports with on-going informal feedback regarding their performance and success toward attainment of identified goals.

✓ A performance management plan is the initial selection of competencies and creation of objectives/factors for a rating period. The plan must be certified by both the supervisor and the employee at the time it is created. A performance management review is an evaluation of an employee’s performance during a rating period based on the competencies and objectives/factors identified in the plan.

✓ If a first-line supervisor/manager position is vacant in HRMN, the second line supervisor/manager will not have access to subordinate employees' on-line performance management records. In this situation, contact your bureau personnel liaison to request that the vacant supervisor/manager's supervisor code be temporarily reassigned to the second-line supervisor.

✓ Remember to SAVE, SAVE, SAVE! to avoid losing information. You must enter and save individual competency ratings (i.e., NI, ME, or HP) before adding/saving comments or the individual competency ratings will disappear. Whenever you enter comments on any screen you should save them before leaving that screen.

Performance Plans

✓ Suggested factors/objectives have been identified for the performance plan of LARA Group 3 & Group 4 managers and supervisors. View the suggested factors/objectives.

✓ In addition to the suggested factors identified above, additional factors/objectives relevant to the work may be identified. Factors/objectives should be specific, measurable, attainable, realistic, time based, and consistent with the department’s and bureau’s goals.

✓ Employees must be provided with performance factors at the beginning of the rating period.

Performance Reviews

✓ The supervisor must review all ratings (probationary, annual, interim and follow-up) with the employee.

✓ When providing comments for objectives/factors, merely stating "performance factor met", “meets expectations, "completed", or other similarly brief phrase, is not sufficient and does not provide the employee with any meaningful feedback.

✓ If a supervisor/manager is considering an overall rating of “Needs Improvement” (NI) or “Unsatisfactory” (UN) for an employee, they must contact the Office of Human Resources before issuing the rating. “Unsatisfactory” overall ratings are considered discipline and a disciplinary conference must be held to issue the rating. There may also be other requirements to be considered depending on the bargaining unit.

✓ Any competency given a rating of “UN” (Unsatisfactory), "NI” (Needs Improvement), or "HP” (High Performing) must be accompanied by a narrative evaluation. It is highly recommended that raters also provide narrative comments for “ME” (Meets Expectations) ratings.

✓ Performance reviews are professional development tools and do not replace corrective or disciplinary action. Annual ratings should reflect an employee’s actual performance throughout the year and include any disciplinary or counseling issues that were addressed.

✓ If an employee goes on leave during a probationary rating period, the rating period is extended for a period of time equivalent to the leave period. The supervisor/manager should contact OHR to ensure that the probationary review dates are modified.

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