Introducing ePerformance to UH Managers Monica Morgan,JD, SPHR Director, HR May 2010

Developing an Effective Performance Evaluation & Management Process

Agenda Why Change? Current PCD Process ePerformance Projected Timeline for Implementation

Why Change? Paperless Initiative Align Performance to UH Strategic Principles – Institutional Excellence – Recruitment and Retention – Accountability and Institutional Efficiency Need for an Interactive Ongoing Evaluation Process

Why Change? Administrative Services % Auxiliary Services % Executive % Faculty Administrative % Information Technology % Operations % Research % Student Services % University Image % _______________________________________________ TOTAL %

Current PCD Process Administratively Intensive Inconsistency Across Campus Focus on Recent Behavior instead Promoting an On- Going Communication Dialogue – One Time Snapshot Merit Impacted Employee Ratings

Current PCD

ePERFORMANCE An electronic PCD: – Automated evaluation process for both manager and employee: Job Descriptions Competencies Goals UH Initiatives Improved uniform and objective method to evaluate job performance: – Rather than the current perceived PCD process which is considered to be too subjective and arbitrary. Helps create documented links between performance review, development initiatives, execution of tasks, appraisal of employee progress and compensation.

ePERFORMANCE PROCESS

Positive Outcome Performance for an employee will be electronically archived. Feedback can be more frequent throughout the year. – Updating achievements or adding goals or training as the year progresses. Encourages Consistency – job description and core competencies that are relevant to the position. Training and development can be based on specific needs. – Specific family or subfamily of jobs to improve skill sets – Increases retention and reduces turnover.

ePERFORMANCE PROGRESS DIAGRAM Phase 1 Phase 2 Phase 3 Electronic PCD Customer Service Initiatives Routing and Workflow Develop Competencies Educate/Train Managers Accurate Job Descriptions Benchmark to Market Gap Analysis to Deliver Training and Development Valuable Competency Development

Time Line

ePERFORMANCE DEMO