2017 Training Session for Employees Performance Management 2017 Training Session for Employees Title Slide Layout

Video https://www.youtube.com/watch?v=gdp4sPviV74

Agenda Objectives Background Timeline Evaluation Workday Tool Title Slide Layout

2017 Objectives Strengthening our: Professional Development 11/20/2017 2017 Objectives Strengthening our: Professional Development Curiosity for learning Supporting growth and opportunities Culture of Appreciation Seizing recognition opportunities Strengthening our strengths High Performance Delivering on results Monday – Be careful about the “new opportunities”; remember the ladder – we are going to have people all over the place in terms of their career movement AD – I added some additional information 1

PLANNING – GOAL SETTING PERFORMANCE EVALUTION Components of Performance Management PLANNING – GOAL SETTING COACHING FOR PERFORMANCE PROFESSIONAL DEVELOPMENT Title Slide Layout PERFORMANCE EVALUTION

Background - ModernThink Title Slide Layout

Timeline 4/21 Employees submit self-evaluations 5/15 June/August 2016 Goals established for 2015/2016 January 2017 Mid-year performance discussions April Manager & Employee Training sessions Self- Evaluations Completed May/June Performance Review Discussions held June Compensation Planning 4/21 Employees submit self-evaluations 5/15 Evaluations due to next level Mgmt. 6/16 Performance meetings completed Title Slide Layout

Timeline Dates Actions April 4 – April 12 Employee and Manager training April 3 Workday Performance Management launched Managers request from employees their written self-evaluations Managers schedule performance evaluation meetings April 3 – April 21 Employees submit self-evaluations to managers Managers may hold pre-evaluation meetings with employees where desired Title Slide Layout

Managers draft employee performance evaluations 11/20/2017 Dates Actions April 21 - May 15 Managers draft employee performance evaluations Managers submit evaluation to next level of management for review and/or discussion NOTE: Evaluation are due to next level of management by May 15th May 15 - 26 Next level of management reviews evaluation and provides managers feedback May 26 – June 16 Managers hold performance evaluation meetings with employees June 16th NOTE: All performance evaluation meetings must be completed by June 16th 3rd bullet – suggest taking out about new job descriptions/promotions – see my earlier comment on promos and a different plan last two lines seems repetitive – can you combine into one Took out promotion info and combined last two pieces 1

Champlain Aligned Champlain College Vison & Mission 11/20/2017 Champlain Aligned Champlain College Vison & Mission 2020 Strategic Institutional Priorities Divisional Strategies & Priorities Department Goals Individual Goals I like it 1

Employee’s Role View performance evaluations as an opportunity to showcase your accomplishments Be an active contributor to the process Take responsibility for your own performance and professional development Opportunity to link department goals with your professional development plan Title Slide Layout

Manager’s Role Create a connection with your employees: 11/20/2017 Manager’s Role Create a connection with your employees: Recognize and appreciate the positive Curiosity about their professional development Provide strength based feedback which does not ignore gaps Reinforce expectations Make your team feel valued Learn – about yourself and others Valuable experience for both employee and manager Own the process: Regular communication Timeline deadlines Not enough – needs more on the “manager’s role” – manage the process and timeline; provide regular communication during the next 3 months; etc. Give thought to what we really need them to do AD – I added some and took from the other slide “why do we do performance reviews” I also deleted that slide 1

Benefits of the Evaluation Meeting Formal process to stop and take stock of how you are doing An opportunity to clarify responsibilities and expectations Improve work performance An opportunity to seek professional growth opportunities To communicate professional development opportunities

Preparing for the Evaluation Meeting Gather any documentation regarding your performance that you have collected throughout the year (letters, notes, etc.) Review any feedback from others (students, peers, etc.) relevant to your performance (Anytime Feedback) Review your job description and goals that were set during the performance planning discussion Write down questions that you want to ask your supervisor Be prepared to talk about your performance – what you do well; how you could improve, what you would like to learn or add

Development Discussion 11/20/2017 The Discussion Staff member arrives open-minded. Manager describes process & invites open dialog. Opening Self-Evaluation Supervisory Comments Development Discussion Summary Manager summarizes ‘core message’ and overall performance for the year. Staff member listens, responds, thanks supervisor for feedback. Staff comments on self-evaluation & gives examples. Manager identifies areas of agreement with own examples; provides rationale & examples to explain differences. Manager discusses each section of the manager-evaluation Staff responds/asks questions to clarify. Monday – still a messy slide – and it the chart seems out of context; What are you trying to accomplish with this slide? Is there a different way? Unclear what this is about; needs a title; “The Discussion”?? We tend not to use the word “supervisor” here but rather manager Are you trying to track the flow of the review for discussion Fonts are inconsistent; graphic is messy Is this going to be for both manager and ee AD – Updated fonts and graphics – my intent was to have this for both EE and Manager Staff member and Manager discuss career interests & development activities 1

Competencies Achievement Orientation Adaptability Client Focus Continuous Learning Critical Judgment Diversity and Intercultural Understanding Teamwork and Inclusion

Questions to think about How do you define career success? How happy and engaged are you in your current work? What are you interests? What kind of work do you want to be doing? What skills do you most want to be using and developing? What do you want to achieve? What matters most to you? What aspects of your job would you give away to someone else? What part of your work is most satisfying to you?

What Career Development Is and Is Not

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All within Workday Employee Completes Self-Evaluation 4/3-4/21 Manager approves Employee Self-Evaluation 4/21 Manager completes Manager Evaluation on Employee 4/21-5/14 Manager’s Manager approves Manager Evaluation 5/14-5/26 Manager provides Manager Review Comments 6/16 Employee Provides final Employee Review Comments Title Slide Layout All within Workday CAUTION: This step will release the evaluation to employee. Please only do so when you are ready.

Performance Evaluation Tool Performance Goals Job Responsibilities Employee Development Excite, Engage, Empower Additional Comments Overall Rating Summary Functional Process Workday Technology Title Slide Layout

Performance Evaluation Tool Summary Review the summary of your full Performance Review for 2016/2017 Submit to your manager via Workday No changes can be made by employee after submitted Title Slide Layout

Once submitted no changes can be made. Tips: You may exit at anytime and it will save and resume where you left off (note: if you time out it will not save). Once submitted no changes can be made. You can print the review before submitting. When manager approves – they are acknowledging receipt – does not mean they agree with every piece. When you are complete your self-evaluation you will need to click the green submit button. You will not be able to make any changes after you submit. Title Slide Layout

All within Workday Overall Process in Workday Employee completes Self-Evaluation Manager approves Employee Self-Evaluation Manager completes Manager Evaluation on employee Manager’s manager approves Manager Evaluation Manager provides Manager Review Comments (releases Manager Evaluation to employee) – Do not complete this step until you are ready for the employee to see the Manager Evaluation Employee provides final Employee Review Comments (receipt of Manager Evaluation) Title Slide Layout All within Workday

Upcoming Trainings Manager Training Dates: Managers who went through our review process last year: April 4: 10:30 – 12:00 (MRT Meeting) – Morgan Room  April 11:  8:30 – 10:30 - Lakeside 301 Managers who are new to this process at Champlain: April 5:  8:30 - 11:00 – CCM 246  Manager drop-in sessions (Join us for questions, coaching, brainstorming ideas): April 18: 10:30 – 11:30 - IDX 309  April 26: 3:30 – 4:30 – Lakeside 325 Employee Training Dates: April 4: 8:45 – 10:00 – Lakeside 301 April 5: 3:45 – 5:00 – Lakeside 301 April 12:  10:15 – 11:30 – CCM 212 Title Slide Layout

Resources Champlain College People Center Portal Your manager 11/20/2017 Resources Champlain College People Center Portal Staff Competency Development Workbook Establishing SMART Goals Work paper Recent professional development workshop Your manager People Center Last performance evaluation– Workday I edited Not sure where the handout is from recent professional development workshop Please review the online tools to make sure that they are all there and with current dates – ie that they don’t look outdated 1

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