Performance 1 Management Performance Planning 2 “Phase 3 ...

[Pages:16]1

Performance Planning

2

Ongoing Feedback

3

Performance Evaluation

1

Performance Management

"Phase 3"

Quick-Refresher

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Contents

Topic

What is Performance Management?

Slide #

3

What Does Performance Management Involve?

4

Performance Management Cycle

5

Who Should Be Evaluated?

6

Performance Evaluation Do's and Don'ts

7

EWP Discussion Reminders

8

What Will Your Employees Do?

9

Important Calendar Dates

10

Helpful Resources

11

Policy 1.40. Performance Planning & Evaluation

12

(link provided)

Online Training Available

13

(link provided & login instructions)

Performance Management Forms

14

(link provided to access all forms)

What to Do When You're Done

15

What is Performance Management?

1

Performance Planning

2

Ongoing Feedback

3

Performance Evaluation

3

? The ongoing function and collaboration effort of supervisors and managers with their employees to ensure that the employees are productive and continuously meeting organization goals.

? The process used to provide feedback to employees on how well they are performing, compared to their Core Responsibilities.

Source: COVLC

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Performance Management ? Explanation of performance

involves...

expectations or Core Responsibilities.

1

Performance Planning

? Giving performance feedback throughout the year.

2 Ongoing Feedback ? Evaluation of performance in meeting expectations.

Source: COVLC

3

Performance Evaluation

? Using the Employee Work Profile form.

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Performance Management Cycle

PHASE 1 Performance Planning

? Cycle begins: October 25th ? Plan for upcoming year due: Nov. 25th

1

PHASE 2 Ongoing Feedback

2

? Throughout the year

Source: COVLC

3

PHASE 3:

Performance Evaluation

? August 10th ? October 24th

Who Should Be Evaluated?

6

A performance evaluation will be completed by you for the following employees:

? Classified

? Faculty Administrators (FA)

? Do not evaluate Non-classified (Wage, Hourly, P-14, Temporary)

Wage employment is intended to Important be temporary. There should be no

Change! expectation of a formalized performance cycle for these roles.

? Do not evaluate temporary agency resources such as Caliper

Supervisors/Managers

Performance Evaluation Do's & Don'ts....

7

DO

DON'T

? Recommend and encourage employees to ? Penalize or reprimand employees who

write a self-evaluation.

choose not to complete a self-evaluation.

? Gather and use performance

? Rely on memory to document how well

documentation, such as, but not limited to: employee achieves performance goals.

EWP/job description, Core Responsibilities,

Standard Operation Procedures (SOP),

Customer feedback forms, Supervisors

observation).

? Rate all Core Responsibilities and the overall performance.

? Assign rating without a narrative to support it.

? Complete EWP and Performance

? Submit EWP or Performance Evaluation

Evaluation; get the appropriate signatures. without appropriate signatures.

? Meet with the employees to discuss the evaluation.

? Email or give an employee their evaluation without having a conversation.

? Refresh comments each year to reflect current performance.

? Copy and paste comments from previous performance cycle.

Source: COVLC

Supervisors/Managers

EWP Discussion Reminders

8

Performance Evaluation

DO: Important

Change!

Inform the employee that in

addition to duties and

responsibilities listed on the

EWP, he/she may be required

to perform other duties as

assigned.

DO:

Engage the employee in a twoway conversation and ask:

"What are your thoughts about the statement, performs other

duties as assigned?"

DO:

Exercise best management practices in assigning "other duties" in consistent with the

job classification, the compensation level and the

nature of work.

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