1. Performance Appraisal /Feedback Pilot
December 2017

2. Pilot Participants- Last Year
Arts and Sciences
Center for Africana Studies
Chemistry
Department of Africana Studies
English Language Programs (ELP)
Linguistic Data Consortium (LDC)
College of Liberal and Professional Studies (LPS)
SAS Computing
SAS Facilities
SAS Finance and Administration
SAS Human Resources
SAS Office of Advancement
Business Services
Exec Dir BSD Finance  
University Laboratory Animal Resources (ULAR)
Wharton

3. Pilot Participant Additions
Penn Arts and Sciences
Philosophy
Physics and Astronomy
Psychology
Religious Studies
Russian and East European Studies
SAS Graduate Division
Sociology
South Asia Studies
Biology
Business Operations
Center for the Advanced Study of India (CASI)
Classical Studies
German
History and Sociology of Science
Korean Studies
Near Eastern Languages and Culture

4. Pilot Participant Additions
Other Schools and Centers
Development and Alumni Relations (feedback 3 times a year)
Information Systems and Computing (ISC)
Law School
Penn Center for Innovation

5. Simplify current process
Objectives
Simplify current process
Introduce an effective method for facilitating meaningful feedback
Encourage conversations about work and development opportunities

6. Current
Pilot
Once a year Strong focus on the past Directive Focus on tasks, process and documentation 1 to 5 rating scale Supervisor driven
3 times a year
More focus on present and future
Collaborative
Focus on feedback and development coaching
No rating
Ownership by both parties

7. Four Questions Discussed Each Period
What were the staff member's accomplishments during this period?
What were the challenges faced this period?
What development opportunities should we focus on going forward?
(Supervisor) What are the staff member's goals going forward?
4. (Staff) What can your supervisor do to support you in your role?

8. What were the accomplishments this period?
What worked?
Goal progress
New projects
Innovations
Improved efficiencies
Solid performance
Examples:

9. What were the challenges faced?
What didn’t work?
Conflicting priorities
Needed training
Lacking resources
Missed deadlines
Attitude/Behavior
Examples:

10. What development opportunities should we focus on going forward?
Skills, knowledge, or competencies that help to ease the challenges
Career development
Professional development
Examples:

11. (Supervisor) What are the staff member's goals going forward?
Can be short-term goals for next period, mid-range goals beyond one period, or annual or ongoing goals
Can be quantitative goals with metrics or qualitative goals determined by supervisor
Focus on results, not just activities
Could follow the S.M.A.R.T. goal model: Specific, Measurable, Attainable, Results-Oriented, Time-limited

12. What can my supervisor do to support me in my role?
Ask questions.
What do I need my supervisor to do to help?
What do I need my supervisor to do differently?
Feedback for my supervisor?
Ask for what I need to do my job better.
Examples:

13. Process Online system Answer four questions each period
Meet to discuss each period
Last period:
Recap of the year
Set annual goals for following year
Merit increase decided

14. For more information A copy of this presentation
Go to: performance-appraisal-pilot
A copy of this presentation
Appraisal forms with questions
White paper on Performance Appraisal/Feedback Pilot
Link to competencies