1. Introduction to myperformance

2. Introduction to myPerformance
Performance Appraisal System
Halogen
Intra-campus consistency MU
MO S&T
UMSL
MU Hospital

3. Changes with myPerformance
New system/process
Changes to Self-Appraisal
Completion of the self-appraisal is now a prerequisite step
Self-Appraisal now mirrors the performance appraisal form
Second-Level Review in now part of the formal process.
The manager above the manager completing the appraisal will review and approve the performance appraisal before the review meeting with the employee.
Rating scale change
Success Factor Changes
“Diversity & Inclusion” is now a standalone success factor
“Quality” has been consolidated with the “judgement” success factor

4. Performance Appraisal Process
Employee writes their self appraisal (This is now a Prerequisite step)
Manager drafts appraisal for each employee and submits
Manager’s manager reviews & approves appraisal
Manager discusses appraisal with employee
Manager finalizes the appraisal
Employee may add comments then affirms receipt of appraisal
Manager reviews employee comments and finalizes the process
Process opens March 15
Performance Appraisal Process
Step 1: If you would like your employees to complete a self-appraisal, be sure to communicate that with them and let them know when you’d like that done by.
Steps 3 and 4: this means that you can make edits to the appraisal after your manager has already approved it. While the system won’t hold you back, we strongly encourage you to discuss any changes (particularly changes that affect the overall rating) with your manager before you submit.
Process closes July 15

5. Performance Appraisal Form
Union Eligible
Support Task Expert
Subject Matter Professional
Manager
Leader
UMKC
Success Factors
Seven competencies
Seven competencies plus one optional fill in the blank
Streamlined forms to include only three non-scored, optional sections:
New Performance Goals
Employee Final Comments
Supervisor Final Comments

6. The Rating Scale Outstanding Exceed Expectations Successful
Improvement Expected
Unacceptable
Many people tend to relate 5 point scales like this one to grades in school, which would make an Outstanding an A, Exceeds Expectations a B, Successful a C, etc. However, that analogy is different from how we define the rating scale. Using the grade analogy, we see Outstanding as the valedictorian, Exceeds Expectations as an A+, and Successful as an A-/B+.
Note: The rating scale above replaces the rating scale on previous performance appraisals ( )

7. Success Factors Success Factors How the job gets done Accountability
Collaboration
Communication
Customer Focus
Diversity & Inclusion
Judgement
Time Management
Optional Factor
The important aspect of the Success Factors is to gain an understanding of how these apply to your job and your employees’ jobs.

8. Appraisal Forms Success Factors
Each Success Factor’s definition is the same for all employees, but the behavioral statements for each differ by the following sub-functions: Union-Eligible, Support Task Expert, Subject Matter Professional, Management, and Leadership
All Union Eligible Titles
Union-Eligible
Global Grades1-8
Support Task Expert
Global Grades 8-12
Subject Matter Professional
Global Grades 10-12
Management
Global Grades 13+
Leadership
Each Success Factor is defined the same across all employees, but the behavioral statements for each one differ depending on your employee group. Those groups are referred to as sub-function, and are union-eligible, support task expert, subject matter professional, management, and leadership. The job you are currently in determines which sub-function you are in. Let’s use Accountability to look at a couple of examples.

9. Performance Appraisal Timeline
Performance Appraisal Process Opens
March 15th, 2016
Employee writes their self-appraisal
(Pre-Requisite)
March 15th to April 30th
Recommended
Timeline
Manager drafts appraisal for each employee and submits
May 1st to May 31st
Manager’s manager approves appraisal
Manager discusses appraisal with employee
June 1st to June 30th
Manager finalizes the appraisal after meeting with employee
July 1st to July 10th
Employee submits post-review comments, affirms receipt
Manager reviews employee comments and finalizes the process
July 11th to July 14th
Performance Appraisal Process Closes
July 15th, 2016
Please note, managers could start work on appraisals outside of the system

10. Upcoming Training March 1st, 2016 March 7th, 2016 March 16th, 2016
1:30pm-2:30pm
Admin Center, Brookside Room
March 7th, 2016
2:00pm-3:30pm
UMKC SOM, Theater B
March 16th, 2016
9:00am-10:30am
March 29th, 2016
April 5th, 2016
10:00 am-11:30am
April 7th, 2016
9:00am- 10:30am
SOP, Health Science Building 5309
April 14th, 2016
Admin Center, Plaza Room
April 20th, 2016
1:00pm – 2:30pm
April 26th, 2016