1. Supervising, Goals and Evaluations – One Size Does Not Fit All
Geri Landwehr
University of Northern Colorado

2. Performance Management
A collaborative process between managers and employees that is created and implemented to ensure that employee performance is identified, developed and rewarded.

3. Why is it Important?
Allows for communicating performance and measurable expectations.
Opportunity to REINFORCE good behavior and CORRECT not so good behavior
Consistency – policy, procedures and how applied

4. Feedback and Documentation
Learn how to give proper feedback and document performance
Helps morale when employees feel they are all being treated fairly
Helps productivity and quality of work
Helps in succession planning and training
Helps with employee retention

5. No employee should be completely surprised during an evaluation
No employee should be completely surprised during an evaluation. The annual performance process is a snapshot or overview of the results of the year. “Managers play a role in the poor performance of the employees” – Dr. Susan Jesperson, School of Management, Walden University

6. 5 Types of Goals To achieve routine work assignments
To resolve identified problems
To support innovation
For professional development
To support institutional or department goals

7. SMART Goal Setting

8. Objective/Progressive Measurement
Standards/Goals/Objective Associated with Success in This Position
“Standards/Goals/Objectives” are specific statements or requirements and agreed upon by the supervisor and the employee.
“Measurement Method” reflects the evaluation basis for the expected results. “Results achieved’ are the accomplishments of the employee during the evaluation period. 1
Standard/Goal/Objective:
Maintain collections at established baseline
Results Achieved:
Needs Improvement
Successful
Outstanding
Measurement Method:
NI – Monthly collections are below established baseline for three or more moths.
S – Monthly collections exceed established baseline by 10% for more for six or more months, with at least three of these months exceeding baseline by 15%.
O – Monthly collections exceed established baseline by 10% or more for six or more months with at least three of these months exceeding baseline by 20%. 2
Cross train on collection agency reconciliation process.
NI – Didn’t do
S – Cross training completed by 2/28/14
O – Cross training completed by 10/31/14 and procedures written on the process.

9. Match Goals to Employee Wants
Do they want to advance?
Are they nearing retirement and just want status quo?
Do they crave learning new things?
Are they measurable, attainable and meaningful?

10. Behaviors Associated with Success in the Position
Reviewable Behaviors
Job Knowledge/Potential
Professional Conduct/Reliability
Motivation/Commitment
Communication
Interpersonal Relations
Problem Solving/Reasoning
Customer Service

11. Professional Conduct/Reliability
Accepts responsibility for all areas of job. Uses time effectively with minimal errors. Completes work thoroughly in a reasonable amount of time. Meets established goals. Works accurately, neatly, and makes suggestions and appropriate changes. Handles conflict in a constructive manner. Willingly accepts supervision. Can consistently be relied on to perform job. Seldom needs to be reminded. Does not abuse leave practices. Conveys positive and professional image of work unit to others.

12. Mid Year Review Prepare for the meeting Review the Goals/Plan
Adjust the Goals/Plan
Document the Discussion

13. Self Evaluations Make employees feel like their input matters
They may remember something you forgot that they accomplished
Give you a heads up on areas where you might have disagreement

14. Annual Evaluation
Take notes during year. Don’t wait until evaluation time to document or have important performance conversations
Store information from others such as written or verbal feedback
Keep track of conferences and trainings
Listen to phone calls and pay attention to customer service opportunities
Keep track of negative disciplinary actions

15. Annual Evaluation
Purpose is to improve performance for the whole department and emphasize how important the employee’s role is
Let employee know that you want to find out how things are going from the employee’s perspective
Encourage the employee to appraise their own performance and don’t monopolize meeting time

16. Avoid These Mistakes Excessive Leniency Excessive Strictness
Central Tendency
Halo Effect
Pitchfork Effect
Recency Error

17. Items to Remember
Communicate
Plan
Educate
Coach/Mentor
Listen
Correct

18. Be Good Leaders
Almost all of our employees want to do a good job. Be clear in telling them what you think is a “good job”.
Spend quality time in the process up front. A good plan and midyear review leaves no surprises at evaluation time.

19. Questions?