Performance Appraisal/Feedback Process Wharton Human Resources

Wharton Committee Dan Alig Shanna Hocking Colleen O’Neill Jonathan Katzenbach Peter Winicov Kim Ridley Amy Collins Tammy Rawls Emma Grigore Jill Gran Anna Loh Wharton Human Resources

Participants in the pilot program Wharton ULAR Business Services Exec Dir BSD Finance   SAS Linguistic Data Consortium (LDC) SAS Facilities SAS computing SAS Human Resources ELP LPS Department of Africana Studies Center for Africana Studies Chemistry SAS Finance and Administration Professional and Liberal Education Wharton Human Resources

Objectives Introduce an easier way to facilitate feedback Encourage more frequent and timely conversations Create a collaborative process Focus on the feedback and not the process Wharton Human Resources

Differences Annual Review Feedback Sessions Outdated Updated Occurs at the end of the fiscal Occurs at the end of the quarter year Focus on the past and tasks Focus on the future Supervisor driven Equal partners Focuses on process Focuses on feedback Establishes development opportunities Develops development opportunities once a year four times a year Time consuming Easier Supervisor “rates” the employee No ratings Wharton Human Resources

Process End of each quarter employee and supervisor will receive an email directing them to answer questions in an automated system.* Employee or supervisor will schedule a feedback meeting. Discuss answers. In Q4, supervisor will set goals for upcoming fiscal year. HR will be able to see who is participating. *until the process is automated, we will use a paper form sent via email. Objective language: focuses on specific and measurable aspects, not feelings. Focus on the performance, not the personality of the individual based on your perception. Ex: “You seem stressed because you’re not concentrating on your work” vs “I noticed the past few reports contained numerous errors in the data, along with typos.” Wharton Human Resources

Questions What were the accomplishments this quarter? What were the challenges faced this quarter? What development opportunities should we focus on going forward? What can my supervisor do to support me in my role? Wharton Human Resources

Accomplishments Examples Goals progress Projects Innovations Initiative Improved efficiencies Wharton Human Resources

Challenges Examples Missed deadlines Lack of communication/understanding Failure to prioritize Lack of training Failure to follow-up Name of Initiative

Development Opportunities Examples More frequent performance discussions Skills or competencies training Mentor Career coach Conference Projects Additional responsibilities Name of Initiative

4th Quarter Answer four questions and recap the year Set annual goals for following year Merit increases are assigned Wharton Human Resources

What to Avoid Not doing it Copying and pasting the last quarters’ feedback Skipping the discussion Ignoring a question Wharton Human Resources

What we don’t know When the process will be automated. If “no ratings” will be accepted when program goes live next year. If the questions will be changed. Wharton Human Resources

What we do know This is a pilot. We need your feedback. This process moves us into the 21st century. Wharton Human Resources