Performance Review

Keys to a Successful Performance Review  Know and understand the University and department mission  Understand the importance of roles and their impact on the mission  Maintain open communication throughout the cycle to avoid surprises  Schedule a mutually convenient date and time  Reserve a private, neutral location

Performance Review cont.  Get feedback from peers, direct reports, customers/clients, co-workers, individual being reviewed  Use Objective Data – project completion or management, reports written, work missed, Performance Reviews not completed in a timely manner; and  Critical Incidents – ways the individual acted especially effective or ineffective regarding accomplishments without judging personality; and  Behavioral Observations  Appropriately recognize accomplishments and, as necessary, identify areas that need strengthening

New and Improved Features  The form can be used for three types of reviews  Supervisor reviewing an employee  Supervisor reviewing a supervisor  Employee reviewing a supervisor  Job Success Factors are expanded to include better components and descriptions  Job Success Factors were created to focus on Managerial/Supervisory Employees

More Features  Additional Evaluation Ratings  Exceptional - New  Exceeds Expectations  Meets Expectations  Opportunity for Improvement - New  Unacceptable - New

Completing the Forms  Complete the Employee Performance Review form for all eligible staff  Additionally, the Supervisor Performance Review form should be completed for individuals who have managerial and/or supervisory responsibilities  Objectively rate each Job Success Factor (JSF):  Relevant JSF components  Provide a written evaluation of the employee’s performance with regard to each JSF—pay special attention to ratings equal to Exceptional and less than Meets Expectation

Additional Components and JSF’s  Departments/Areas may add one or more Additional Components to one or more JSF’s  Department-Specific JSF’s with corresponding components may be added, as well  Human Resources must be notified in advance that a department/area intends to add components and/or JSF’s and what they are

Overall Performance  After reviewing the applicable Job Success Factors you must provide an overall review of the individuals performance  Select the appropriate rating and provide comments  Obtain Reviewee and Reviewer Signatures and return to HRS  Include any response from Reviewee

Performance Objectives Form  Use of the form is optional  Suggested uses of the form:  Supervisors and employees collaboratively develop Performance Objectives for the employee in order to address departmental and/or growth/development needs during the normal review cycle  Through discussions with newly hired employees, supervisors and employees identify areas of growth/development  For those individuals who receive an evaluation of “Opportunity for Improvement” or “Unacceptable”, supervisors can establish objectives that address the areas of need

Tips for Establishing Objectives  With reference to the positions major functions, list specific, measurable objectives to be completed and/or continued  Identify keys to effectively accomplishing each objective  For example: resources, tools, and other kinds of support.  When and where appropriate, the employee and the supervisor mutually agree upon Objectives which may be acknowledged by the Dean or Director

Review Of Objectives  It is greatly encouraged that supervisors and employees meet twice throughout the performance period to discuss the progress made toward objectives  Overall progress can be recorded in the Review of Objectives section by providing comment and a progress option under each Objective Progress Review area  Progress options – Objective Fulfilled, Progress Made, or No Progress Made  If Objectives are modified during the performance period, you could include the description of the changes in the Comments field  You have the ability to provide a Final Objective Evaluation

Questions?  Contact: Sheila Wright   Phone:  Website: click on Performance Review link in the list on the left