four steps to performance management step three mid-year check-in review admin + presentation 2/2012 1

What are the Mid-year Check-ins? documented meetings what’s working what’s not how to adjust to move forward 2

Why are the Mid-year Check-ins important? coach, guide, and develop through PM verbal and written recognition of accomplishments align expectations and behaviors with strategic themes expectations University values adjust plans as necessary consider further support document performance for business purposes 3

4 What are the main steps? collect relevant performance information meet to discuss results document progress adjust plans sign document copy to employee copy to supervisor original to OSUL HR

5 What are the main steps? deadline is the end of March we’re very busy one of the most important things as a supervisor part of your expectations part of your review materials on our intranet

6 Supervisor Direct Report

7 Major Position Responsibilities managing HR office supervision employee relations recruitment performance management

Document Areas of Excellence and Improvement Major Position Responsibilities Review the performance of the established major position responsibilities from Step One. Consider “the how” or University Values. Discuss and note areas of excellence and areas for improvement. Excellence: Managing overall functions of the HR office Creating an atmosphere of openness and trust Improving the search process – routine skype interviews and assessment of cultural fit Areas for improvement: Need to complete the performance management, step 3 process for direct reports to comply with internal guidelines and better provide feedback to your direct reports Make sure to utilize the expertise of resources across campus to assist in policy interpretation, especially when it comes to ER for better outcomes 8

9 Performance Goals new performance management process new employee orientation

Document Performance Goals Review the performance goals that were outlined during the performance planning meeting. Consider “the how” or University Values. Discuss any obstacles, additional resources and note progress. On target: Performance management process Areas to adjust: hire editing and online specialist to assist in the finalization of orientation materials and to put the appropriate materials online 10

11 Professional Goals PHR recertification GL and personnel budgets

Document Professional Development Goals Review the professional development goals that were outlined during the performance planning meeting. Consider “the how” or University Values. Discuss any obstacles, additional resources and note progress. Goal met: PHR recertification On target: better understanding personnel budgets and overall budget impact 12

Resources 13