Performance Appraisal /Feedback Pilot December 2017

Pilot Participants- Last Year Arts and Sciences Center for Africana Studies Chemistry Department of Africana Studies English Language Programs (ELP) Linguistic Data Consortium (LDC) College of Liberal and Professional Studies (LPS) SAS Computing SAS Facilities SAS Finance and Administration SAS Human Resources SAS Office of Advancement Business Services Exec Dir BSD Finance   University Laboratory Animal Resources (ULAR) Wharton

Pilot Participant Additions Penn Arts and Sciences Philosophy Physics and Astronomy Psychology Religious Studies Russian and East European Studies SAS Graduate Division Sociology South Asia Studies Biology Business Operations Center for the Advanced Study of India (CASI) Classical Studies German History and Sociology of Science Korean Studies Near Eastern Languages and Culture

Pilot Participant Additions Other Schools and Centers Development and Alumni Relations (feedback 3 times a year) Information Systems and Computing (ISC) Law School Penn Center for Innovation

Simplify current process Objectives Simplify current process Introduce an effective method for facilitating meaningful feedback Encourage conversations about work and development opportunities

Current Pilot Once a year Strong focus on the past Directive Focus on tasks, process and documentation 1 to 5 rating scale Supervisor driven 3 times a year More focus on present and future Collaborative Focus on feedback and development coaching No rating Ownership by both parties

Four Questions Discussed Each Period What were the staff member's accomplishments during this period? What were the challenges faced this period? What development opportunities should we focus on going forward? (Supervisor) What are the staff member's goals going forward? 4. (Staff) What can your supervisor do to support you in your role?

What were the accomplishments this period? What worked? Goal progress New projects Innovations Improved efficiencies Solid performance Examples:

What were the challenges faced? What didn’t work? Conflicting priorities Needed training Lacking resources Missed deadlines Attitude/Behavior Examples:

What development opportunities should we focus on going forward? Skills, knowledge, or competencies that help to ease the challenges Career development Professional development Examples:

(Supervisor) What are the staff member's goals going forward? Can be short-term goals for next period, mid-range goals beyond one period, or annual or ongoing goals Can be quantitative goals with metrics or qualitative goals determined by supervisor Focus on results, not just activities Could follow the S.M.A.R.T. goal model: Specific, Measurable, Attainable, Results-Oriented, Time-limited

What can my supervisor do to support me in my role? Ask questions. What do I need my supervisor to do to help? What do I need my supervisor to do differently? Feedback for my supervisor? Ask for what I need to do my job better. Examples:

Process Online system Answer four questions each period Meet to discuss each period Last period: Recap of the year Set annual goals for following year Merit increase decided

For more information A copy of this presentation Go to: https://www.sas.upenn.edu/sashr/content/sas- performance-appraisal-pilot A copy of this presentation Appraisal forms with questions White paper on Performance Appraisal/Feedback Pilot Link to competencies