Operations myPerformance Training 2016

FY16 Improvements

myPerformance FY16 Improvements Simplified the appraisal form – Eliminated sections, including: New and Past Development Plans Past Performance Goals Compliance Training Completion Leadership Competencies (5) – Ideas are incorporated into the scaled Success Factors Culture of Health – Easier to understand Overall Score calculation Consistent number of inputs No section weighting

myPerformance FY16 Improvements Modified technical process – Made Self Appraisal a prerequisite step to avoid confusion – Added prompts for pending tasks One will be sent each time you have a new pending worklist item There will not be multiple s based on dates which may be irrelevant to your unit

myPerformance FY16 Improvements Extended the appraisal period – Opening March 15 th in order to provide additional access for Self Appraisal completion over Spring Break

Process Refresher

myPerformance Process The basic steps in the myPerformance system are: Employee writes self appraisal No later than 4/8/16 Supervisor drafts appraisal Second level manager approves appraisal No later than 6/1/16 Supervisor and employee discuss appraisal Employee comments and completes electronic sign- off Completed by 6/17/16 Supervisor reviews comments and finalizes

Calibration Several methods of calibration are included in the standard myPerformance process: Rating scale Success Factors Second level approver Other options to calibrate: Fill in the blank section Defining ‘Successful’ behaviors as a group Reviewing ratings across workgroups

Self Appraisal Opportunity to highlight achievements Give specific, objective examples Basis to discuss development

Rating and Overall Score Each component of the appraisal is rated on a five point scale – Outstanding – Exceeds Expectations – Successful – Improvement Expected – Unacceptable The individual ratings are averaged to calculate the Overall Score

Rating Scale Outstanding (4.5 – 5) Exceeds Expectations (3.5 – 4.49) Successful (2.75 – 3.49) Improvement Expected (2 – 2.74) Unacceptable (1 – 1.99) 11

Appraisal Criteria

FY16 myPerformance Forms Appraisal forms for all employees consist of the following rated criteria: – Success Factors Accountability Collaboration Communication Customer Focus Diversity & Inclusion Judgment Time Management – One optional fill in the blank section (non-union titles)

FY16 myPerformance Forms Appraisal forms are assigned based on your title’s subfunction within the organization – Union Eligible E.g., Custodian, Power Plant Electrician – Support Task Expert E.g., Office Support Assistant IV, Accountant I – Subject Matter Professional E.g., CSM Project Manager, CSM Supervisor – Management E.g., Manager II CSM Operations, Senior Manager CSM Operations – Leadership E.g., Senior Director, Senior Assistant Director CSM Operations

The Performance Appraisal Discussion

Preparing for the Conversation What questions do you anticipate? Where do your ratings differ from their Self Appraisal? How do their ratings differ from last year? What do you think will be their concerns? Did your manager have anything specific to add? Do you have examples of compliments or concerns from customers or peers that weren’t included in the comments?

Preparing for the Conversation What can I do to help you improve your performance this year?

Preparing for the Conversation Schedule the meeting in a quiet, private location Schedule the meeting during a time you will not be interrupted Try not to reschedule or push back the meeting Be prepared to listen, too

Conducting the Conversation Encourage discussion Focus on behaviors Give objective and specific examples Actively listen Be open to what the employee has to say Create a positive environment Build on the employee’s strengths Keep the meeting on track Follow up

Setting Goals

Setting Performance Goals S pecific M easureable A ttainable R elevant T ime-bound Emphasize action/ results Use specific action verbs Enables you to track goal Helps you know when goal is complete Consider resources available Helps you prioritize Meaningful to you and the University Consistent with department goals Includes start and end points Timelines need to be measurable

Utilize myLearn resources that have already been identified or find new ones that are more tailored to your business

The Performance Appraisal Tool

FY16 myPerformance Forms To access myPerformance, either: – Click on the myPerformance button on the HRS website and then the hyperlink on the page – Or login through the link in myHR