1. Performance Appraisal/Feedback Process
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2. Wharton Committee
Dan Alig Shanna Hocking Colleen O’Neill Jonathan Katzenbach Peter Winicov Kim Ridley Amy Collins Tammy Rawls Emma Grigore Jill Gran Anna Loh
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3. Participants in the pilot program
Wharton
ULAR
Business Services
Exec Dir BSD Finance  
SAS
Linguistic Data Consortium (LDC)
SAS Facilities
SAS computing
SAS Human Resources
ELP
LPS
Department of Africana Studies
Center for Africana Studies
Chemistry
SAS Finance and Administration
Professional and Liberal Education
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4. Objectives Introduce an easier way to facilitate feedback
Encourage more frequent and timely conversations
Create a collaborative process
Focus on the feedback and not the process
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5. Differences
Annual Review Feedback Sessions Outdated Updated Occurs at the end of the fiscal Occurs at the end of the quarter year Focus on the past and tasks Focus on the future Supervisor driven Equal partners Focuses on process Focuses on feedback Establishes development opportunities Develops development opportunities once a year four times a year Time consuming Easier Supervisor “rates” the employee No ratings
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6. Process
End of each quarter employee and supervisor will receive an directing them to answer questions in an automated system.*
Employee or supervisor will schedule a feedback meeting.
Discuss answers.
In Q4, supervisor will set goals for upcoming fiscal year.
HR will be able to see who is participating.
*until the process is automated, we will use a paper form sent
via .
Objective language: focuses on specific and measurable aspects, not feelings. Focus on the performance, not the personality of the individual based on your perception. Ex: “You seem stressed because you’re not concentrating on your work” vs “I noticed the past few reports contained numerous errors in the data, along with typos.”
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7. Questions What were the accomplishments this quarter?
What were the challenges faced this quarter?
What development opportunities should we focus on going forward?
What can my supervisor do to support me in my role?
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8. Accomplishments Examples
Goals progress
Projects
Innovations
Initiative
Improved efficiencies
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9. Challenges Examples Missed deadlines
Lack of communication/understanding
Failure to prioritize
Lack of training
Failure to follow-up
Name of Initiative

10. Development Opportunities Examples
More frequent performance discussions
Skills or competencies training
Mentor
Career coach
Conference
Projects
Additional responsibilities
Name of Initiative

11. 4th Quarter Answer four questions and recap the year
Set annual goals for following year
Merit increases are assigned
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12. What to Avoid Not doing it
Copying and pasting the last quarters’ feedback
Skipping the discussion
Ignoring a question
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13. What we don’t know When the process will be automated.
If “no ratings” will be accepted when program goes live next year.
If the questions will be changed.
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14. What we do know
This is a pilot. We need your feedback. This process moves us into the 21st century.
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