Introduction to myperformance

Introduction to myPerformance Performance Appraisal System Halogen Intra-campus consistency MU MO S&T UMSL MU Hospital

Changes with myPerformance New system/process Changes to Self-Appraisal Completion of the self-appraisal is now a prerequisite step Self-Appraisal now mirrors the performance appraisal form Second-Level Review in now part of the formal process. The manager above the manager completing the appraisal will review and approve the performance appraisal before the review meeting with the employee. Rating scale change Success Factor Changes “Diversity & Inclusion” is now a standalone success factor “Quality” has been consolidated with the “judgement” success factor

Performance Appraisal Process Employee writes their self appraisal (This is now a Prerequisite step) Manager drafts appraisal for each employee and submits Manager’s manager reviews & approves appraisal Manager discusses appraisal with employee Manager finalizes the appraisal Employee may add comments then affirms receipt of appraisal Manager reviews employee comments and finalizes the process Process opens March 15   Performance Appraisal Process Step 1: If you would like your employees to complete a self-appraisal, be sure to communicate that with them and let them know when you’d like that done by. Steps 3 and 4: this means that you can make edits to the appraisal after your manager has already approved it. While the system won’t hold you back, we strongly encourage you to discuss any changes (particularly changes that affect the overall rating) with your manager before you submit. Process closes July 15  

Performance Appraisal Form Union Eligible Support Task Expert Subject Matter Professional Manager Leader UMKC Success Factors Seven competencies Seven competencies plus one optional fill in the blank Streamlined forms to include only three non-scored, optional sections: New Performance Goals Employee Final Comments Supervisor Final Comments

The Rating Scale Outstanding Exceed Expectations Successful Improvement Expected Unacceptable Many people tend to relate 5 point scales like this one to grades in school, which would make an Outstanding an A, Exceeds Expectations a B, Successful a C, etc. However, that analogy is different from how we define the rating scale. Using the grade analogy, we see Outstanding as the valedictorian, Exceeds Expectations as an A+, and Successful as an A-/B+. Note: The rating scale above replaces the rating scale on previous performance appraisals (1.0-5.0)

Success Factors Success Factors How the job gets done Accountability Collaboration Communication Customer Focus Diversity & Inclusion Judgement Time Management Optional Factor The important aspect of the Success Factors is to gain an understanding of how these apply to your job and your employees’ jobs.

Appraisal Forms Success Factors Each Success Factor’s definition is the same for all employees, but the behavioral statements for each differ by the following sub-functions: Union-Eligible, Support Task Expert, Subject Matter Professional, Management, and Leadership All Union Eligible Titles Union-Eligible Global Grades1-8 Support Task Expert Global Grades 8-12 Subject Matter Professional Global Grades 10-12 Management Global Grades 13+ Leadership Each Success Factor is defined the same across all employees, but the behavioral statements for each one differ depending on your employee group. Those groups are referred to as sub-function, and are union-eligible, support task expert, subject matter professional, management, and leadership. The job you are currently in determines which sub-function you are in. Let’s use Accountability to look at a couple of examples.

Performance Appraisal Timeline Performance Appraisal Process Opens March 15th, 2016 Employee writes their self-appraisal (Pre-Requisite) March 15th to April 30th Recommended Timeline Manager drafts appraisal for each employee and submits May 1st to May 31st Manager’s manager approves appraisal Manager discusses appraisal with employee June 1st to June 30th Manager finalizes the appraisal after meeting with employee July 1st to July 10th Employee submits post-review comments, affirms receipt Manager reviews employee comments and finalizes the process July 11th to July 14th Performance Appraisal Process Closes July 15th, 2016 Please note, managers could start work on appraisals outside of the system

Upcoming Training March 1st, 2016 March 7th, 2016 March 16th, 2016 1:30pm-2:30pm Admin Center, Brookside Room March 7th, 2016 2:00pm-3:30pm UMKC SOM, Theater B March 16th, 2016 9:00am-10:30am March 29th, 2016 April 5th, 2016 10:00 am-11:30am April 7th, 2016 9:00am- 10:30am SOP, Health Science Building 5309 April 14th, 2016 Admin Center, Plaza Room April 20th, 2016 1:00pm – 2:30pm April 26th, 2016