Performance Evaluation Process and Timelines



Management Performance Evaluation Process and Timelines

The Performance Review Cycle begins either at the time of hire, transfer to your department or following the completion of the previous year’s performance evaluation. Performance management is an ongoing process and involves more than just summarizing performance in a written document at the end of the year.

|Step |Timeline |Task / Responsible Party |Action / Form |

| | | |Set the stage for the annual evaluation by initiating dialog with the administrator or |

| |Within two weeks of hire or within two weeks from time |PLANNING / DOCUMENTING |manager to be evaluated, establishing and documenting specific “Key Result Areas”: Goals and |

|1. |of transfer to your dept. | |Objectives. |

| |or |Evaluating Manager | |

| |End of June - the end of the previous performance | |Complete Section 5 of the Performance Evaluation Form |

| |evaluation cycle | | |

| | | |Establish regular communications with manager/supervisor you will be evaluating, through 1:1 |

|2. |July through March |ASSESSING / RE-ASSESSING |meetings or staff meetings. |

| | | |Revisit “Key Result Areas”/goals periodically to establish progress, lack of progress or |

| | |Evaluating Manager/ |shift in responsibilities or district needs. |

| | |Manager being evaluated |Address any performance issues early through informal discussions, the Corrective Action |

| | | |Process or interim performance evaluations. |

| | | |Document, Document, Document! Your documentation throughout the year when then serve as the |

| | | |basis for summarizing performance through the annual written performance evaluation. |

| | | |Ask the manager(s) you are evaluating to complete a Self Evaluation Form (SEF) and the |

| |By the middle of April | |Performance Feedback Worksheet (PFW). Specify date due for SEF and PFW before sending. Also |

| | |DATA COLLECTION |ask if there’s anyone they would like to provide input. |

|3. | | |Distribute PFW to solicit input from others (for alternate years only). |

| | |Evaluating Manager | |

| | | | |

|4. |By the end of April |SELF EVALUATION |Employee completes the Self Evaluation Form & PFW and submits to the evaluating manager. |

| | |Employee being evaluated | |

| | | | |

|5. |By mid-May |PERFORMANCE FEEDBACK |Co-workers, peers, direct reports, etc complete PFW and returns to evaluation manager. |

| | |Evaluating Manager responsible for soliciting & | |

| | |obtaining information | |

| | | |The evaluator reviews data collected relative to the performance of the employee being |

| | | |evaluated and develops initial draft of evaluation. This data may consist of: personal |

| |By early June |DRAFT EVALUATION |documentation, peers and co-workers’ Performance Feedback responses and self evaluation |

| | |INITIAL MEETING WITH EMPLOYEE |provided by manager being evaluated. |

|6. | | |Evaluating manager schedules initial meeting with employee to review draft evaluation and |

| | |Evaluating Manager |discuss Key Result Areas/Goals for the next review period. |

| | | |Final draft is completed on the Management Evaluation Form. |

| | | |Final draft is reviewed by next level manger. Forward to HR for review (if applicable). |

|7. |By mid-June |FINAL DRAFT PERFORMANCE EVALUATION |Any edits as a result of next level manager or HR review are incorporated and final product |

| | | |is prepared. |

| | |Evaluating Manager |A meeting is scheduled to discuss with the employee. |

| | | |Manager and employee sign original copy of evaluation. |

| |By the end of June |DISCUSSION / FINAL DISPOSITION |Manager provides employee with a copy. |

|8. | |Evaluation Manager / Employee |Manager sends original signed copy to HR. |

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