1. 2017 Training Session for Employees
Performance Management
2017
Training Session for Employees
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2. Video

3. Agenda Objectives Background Timeline Evaluation Workday Tool
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4. 2017 Objectives Strengthening our: Professional Development
4/23/2018
2017 Objectives
Strengthening our:
Professional Development
Curiosity for learning
Supporting growth and opportunities
Culture of Appreciation
Seizing recognition opportunities
Strengthening our strengths
High Performance
Delivering on results
Monday – Be careful about the “new opportunities”; remember the ladder – we are going to have people all over the place in terms of their career movement
AD – I added some additional information 1

5. PLANNING – GOAL SETTING PERFORMANCE EVALUTION
Components of Performance Management
PLANNING – GOAL SETTING
COACHING FOR
PERFORMANCE
PROFESSIONAL
DEVELOPMENT
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PERFORMANCE EVALUTION

6. Background - ModernThink
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7. Timeline 4/21 Employees submit self-evaluations 5/15
June/August 2016
Goals established for 2015/2016
January 2017
Mid-year performance discussions
April
Manager & Employee Training sessions
Self- Evaluations Completed
May/June
Performance Review Discussions held
June
Compensation Planning
4/21
Employees submit self-evaluations
5/15
Evaluations due to next level Mgmt.
6/16
Performance meetings completed
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8. Timeline Dates Actions April 4 – April 12
Employee and Manager training
April 3
Workday Performance Management launched
Managers request from employees their written self-evaluations
Managers schedule performance evaluation meetings
April 3 – April 21
Employees submit self-evaluations to managers
Managers may hold pre-evaluation meetings with employees where desired
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9. Managers draft employee performance evaluations
4/23/2018
Dates
Actions
April 21 - May 15
Managers draft employee performance evaluations
Managers submit evaluation to next level of management for review and/or discussion
NOTE: Evaluation are due to next level of management by May 15th
May
Next level of management reviews evaluation and provides managers feedback
May 26 – June 16
Managers hold performance evaluation meetings with employees
June 16th
NOTE: All performance evaluation meetings must be completed by June 16th
3rd bullet – suggest taking out about new job descriptions/promotions – see my earlier comment on promos and a different plan
last two lines seems repetitive – can you combine into one
Took out promotion info and combined last two pieces 1

10. Champlain Aligned Champlain College Vison & Mission
4/23/2018
Champlain Aligned
Champlain College Vison & Mission
2020 Strategic Institutional Priorities
Divisional Strategies & Priorities
Department Goals
Individual Goals
I like it 1

11. Employee’s Role
View performance evaluations as an opportunity to showcase your accomplishments
Be an active contributor to the process
Take responsibility for your own performance and professional development
Opportunity to link department goals with your professional development plan
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12. Manager’s Role Create a connection with your employees:
4/23/2018
Manager’s Role
Create a connection with your employees:
Recognize and appreciate the positive
Curiosity about their professional development
Provide strength based feedback which does not ignore gaps
Reinforce expectations
Make your team feel valued
Learn – about yourself and others
Valuable experience for both employee and manager
Timeline deadlines
Not enough – needs more on the “manager’s role” – manage the process and timeline; provide regular communication during the next 3 months; etc. Give thought to what we really need them to do
AD – I added some and took from the other slide “why do we do performance reviews” I also deleted that slide 1

13. Benefits of the Evaluation Meeting
Formal process to stop and take stock of how you are doing
An opportunity to clarify responsibilities and expectations
Improve work performance
An opportunity to seek professional growth opportunities
To communicate professional development opportunities

14. Preparing for the Evaluation Meeting
Gather any documentation regarding your performance that you have collected throughout the year (letters, notes, etc.)
Review any feedback from others (students, peers, etc.) relevant to your performance (Anytime Feedback)
Review your job description and goals that were set during the performance planning discussion
Write down questions that you want to ask your supervisor
Be prepared to talk about your performance – what you do well; how you could improve, what you would like to learn or add

15. Development Discussion
4/23/2018
The Discussion
Staff member arrives
open-minded.
Manager describes process & invites open dialog.
Opening
Self-Evaluation
Supervisory Comments
Development Discussion
Summary
Manager summarizes ‘core message’ and overall performance for the year.
Staff member listens, responds, thanks supervisor for feedback.
Staff comments on self-evaluation & gives examples.
Manager identifies areas of agreement with own examples; provides rationale & examples to explain differences. Manager discusses each section of the manager-evaluation
Staff responds/asks questions to clarify.
Monday – still a messy slide – and it the chart seems out of context; What are you trying to accomplish with this slide? Is there a different way?
Unclear what this is about; needs a title; “The Discussion”??
We tend not to use the word “supervisor” here but rather manager
Are you trying to track the flow of the review for discussion
Fonts are inconsistent; graphic is messy
Is this going to be for both manager and ee
AD – Updated fonts and graphics – my intent was to have this for both EE and Manager
Staff member and Manager discuss career interests & development activities 1

16. Competencies Achievement Orientation Adaptability Client Focus
Continuous Learning
Critical Judgment
Diversity and Intercultural Understanding
Teamwork and Inclusion

17. Questions to think about
How do you define career success? How happy and engaged are you in your current work? What are you interests? What kind of work do you want to be doing? What skills do you most want to be using and developing? What do you want to achieve? What matters most to you? What aspects of your job would you give away to someone else? What part of your work is most satisfying to you?

18. What Career Development Is and Is Not

19. Title Slide Layout

20. All within Workday Employee Completes Self-Evaluation
4/3-4/21
Manager approves Employee Self-Evaluation
4/21
Manager completes Manager Evaluation on Employee
4/21-5/14
Manager’s Manager approves Manager Evaluation
5/14-5/26
Manager provides Manager Review Comments
6/16
Employee Provides final Employee Review Comments
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All within Workday
CAUTION: This step will release the evaluation to employee. Please only do so when you are ready.

21. Performance Evaluation Tool
Performance Goals
Job Responsibilities
Employee Development
Excite, Engage, Empower
Additional Comments
Overall Rating
Summary
Functional Process
Workday Technology
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22. Overall Rating
Far Exceeds Expectations: Performance that is consistently superior and far exceeds job standards and goals.
Exceeds Expectations: Performance that often exceeds job standards. These individuals perform at a level noticeably above what is expected.
Successfully Meets Expectations: Performance that consistently meets and sometimes exceeds job standards. These are individuals who make valued contributions to the success of the institution at the level that is expected.
Partially Meets Expectations: Performance that partially meets but occasionally is below acceptable job standards. These individuals perform inconsistently and need to improve.
Fails to Meet Expectations: Performance that consistently does not meet job standards over the rating period.

23. Performance Evaluation Tool
Summary
Review the summary of your full Performance Review for 2016/2017
Submit to your manager via Workday
No changes can be made by employee after submitted
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24. Once submitted no changes can be made.
Tips:
You may exit at anytime and it will save and resume where you left off (note: if you time out it will not save).
Once submitted no changes can be made.
You can print the review before submitting.
When manager approves – they are acknowledging receipt – does not mean they agree with every piece.
When you are complete your self-evaluation you will need to click the green submit button. You will not be able to make any changes after you submit.
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25. All within Workday Overall Process in Workday
Employee completes Self-Evaluation
Manager approves Employee Self-Evaluation
Manager completes Manager Evaluation on employee
Manager’s manager approves Manager Evaluation
Manager provides Manager Review Comments (releases Manager Evaluation to employee) – Do not complete this step until you are ready for the employee to see the Manager Evaluation
Employee provides final Employee Review Comments (receipt
of Manager Evaluation)
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All within Workday

26. Upcoming Trainings Manager Training Dates:
Managers who went through our review process last year:
April 4: 10:30 – 12:00 (MRT Meeting) – Morgan Room 
April 11:  8:30 – 10:30 - Lakeside 301
Managers who are new to this process at Champlain:
April 5:  8: :00 – CCM 246 
Manager drop-in sessions (Join us for questions, coaching, brainstorming ideas):
April 18: 10:30 – 11:30 - IDX 309 
April 26: 3:30 – 4:30 – Lakeside 325
Employee Training Dates:
April 4: 8:45 – 10:00 – Lakeside 301
April 5: 3:45 – 5:00 – Lakeside 301
April 12:  10:15 – 11:30 – CCM 212
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27. Resources Champlain College People Center Portal Your manager
4/23/2018
Resources
Champlain College People Center Portal
Staff Competency Development Workbook
Establishing SMART Goals Work paper
Recent professional development workshop
Your manager
People Center
Last performance evaluation– Workday
I edited
Not sure where the handout is from recent professional development workshop
Please review the online tools to make sure that they are all there and with current dates – ie that they don’t look outdated 1

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