Performance Excellence Preparing for the Annual Evaluation – Supervisor Session Barbara Wilson, Director, Human Resources Lisa Brommer, Associate Director, Human Resources

Agenda Your concerns/questions Best practices for the performance conversation Addressing performance concerns The evaluation form Employee appeals Evaluation process

Performance Excellence What questions/concerns do you have related to performance?

We Avoid Because…. No one likes conflict Sometimes hard to describe concerns Harmful to relationship We’re friends We’re already short staffed Don’t want to make things worse

Effective Performance Excellence Know the person (style, values, motivators, strengths, gaps) Develop a trusting, authentic relationship Coach for success Be available and approachable Clearly define expectations – set goals Be consistent and timely – no surprises Monitor and update Effective Feedback

Feedback What It Is: Information Objective and balanced Behaviorally focused Positive or constructive Situational and individual What It Is Not: Opinions Judgment Vague One-sided

Positive Feedback Powerful tool for development – underutilized Promotes value and belonging Helps identify and leverage strengths Get more of what we reinforce “Money in the bank” Relationship building Fosters self esteem, confidence, willingness to reach higher

Constructive Feedback Necessary when gap exists Fair – based on credible, observation Timely Convey a positive intent Use inquiry and open ended questions Focus on “what” not “why” Clear and specific Results focused Delivered with respect

Performance Improvement Plan Outline What is the concern? Previous attempts to address? Expectations – clear, timeline Plan for support Consequences of not meeting expectations Signatures Consult with Lisa or Barbara

Annual Performance Conversation What’s good, what’s great Gaps in performance – impact Strategies/plans Goals Shared understanding, collaboration 2 way conversation

Your Role in the Conversation Be prepared Be honest Share information – give examples Be open Listen Ask Questions Check for understanding

Process Evaluation form is online – www.coloradocollege.edu/hr Employee – completes self review Supervisor – completes review and assigns overall rating Supervisors meet with division head to review ratings. HR reviews rating across divisions. Supervisors meet with employees for performance review.

Evaluation Appeal Process Overall rating of Needs Improvement or Unacceptable Performance Submitted in writing to HR Dir. Appeals reviewed – may involve meeting with supervisor and employee – review of previous documentation HR Director makes final determination