1. Unclassified Performance Management Process For Unclassified Administrative and Professional (Non-Teaching) Employees Summer 2011

2. Agenda Introduction – Why do we need a performance management process? Basic Steps of the Process Performance Factors Goals and Objectives Timeline View Position Description on GUS View Online Process on GUS 2

3. Introduction The Performance Management Process is designed to encourage open, ongoing communication between employee and supervisor. Planning Performance Coaching Performance Reviewing Performance 3

4. Introduction Planning Performance Define what is expected Major responsibilities – Position Description Goals and objectives Explain how the duties contribute to the mission of the organization Gather input from employee 4

5. Introduction Coaching Performance Clarify expectations – what, why & how Recognize and reinforce positive performance Provide constructive criticism in a timely manner Modify priorities and resources Engage employee in discussions Ask for input Listen 5

6. Introduction Reviewing Performance Gather data and input Evaluate successes and failures Goals and objectives Performance factors Overall Learn from successes and failures Identify areas for improvement Develop action plan Prepare for coming year 6

7. Basic Steps of the Process At the beginning of the review period: Review position description Review performance factors Set new goals and objectives 7

8. Basic Steps - Performance Factors 8

9. 9

10. 10

11. Basic Steps - Performance Factors 11

12. Basic Steps - Performance Factors 12

13. Basic Steps - Performance Factors 13

14. Basic Steps - Goals and Objectives Objectives are specific performance results which are expected to be achieved. SMART Specific Measurable Attainable Relevant Time Based 14

15. Goals and Objectives Developmental goal: A goal may outline specific ways to enhance job skills "Improve working knowledge of Excel by attending a workshop within 60 days. Project goal: A goal may define the desired outcome or milestone to achieve in a project. "Develop and implement on-line leave reporting system. Managerial goal: A goal may emphasize specific managerial tasks or characteristics. "Monitor work assignments by weekly review of project status with staff. 15

16. Goals and Objectives Operational/Task goal: A goal may clarify a job duty with more specific, measurable or qualitative criteria. "Answer each email within 1 working day." "Reconcile unit balances by close of business each day. Performance Improvement goal: A goal may outline specific areas of improvement needed to achieve a satisfactory rating "Improve timeliness by submitting financial report two days after transactions are posted." "No unauthorized absences in the next four weeks." 16

17. Basic Steps of the Process During the review period: Assess goals and objectives as appropriate Set new goals and objectives as needed Meet with employee to provide regular feedback and coaching 17

18. Basic Steps of the Process At the end of the review period: Gather employee input Gather 360 degree feedback Assess goals and objectives Rate each performance factor Determine overall rating Add comments Meet with employee 18

19. Overall Performance Rating Meets or Exceeds Expectations Needs Improvement Unsatisfactory

20. Second Review Employee may request a further review of their performance review by the next level PSU supervisor. Employee must provide a written request to HRS within ten (10) working days after the date the review is presented. The next level PSU supervisors must complete the second review within twenty (20) working days of the request.

21. Timeframe Unclassified Employee Reviews are based on the fiscal Year – Mid June to Mid June of the following year. New Employees – first review period will be based on the appointment contract dates, then on a fiscal year basis. Special Review periods may be set at other intervals throughout the calendar year.

22. Timeframe New Employees - Meet with Employee on hire date to: Review position description Review performance factors and/or competencies Set goals and objectives for review period Continuing Employees – Meet with Employee upon implementation of this process to: Review position description Review performance factors and/or competencies Set goals and objectives for review period

23. Timeframe All Unclassified Employees - Complete Annual Performance Management Process Gather employee input Assess goals and objectives Rate each factor or competency Determine overall rating Meet with employee Review position description Review performance factors and/or competencies Set new goals for next review period

24. View GUS Information Position Description Unclassified Employee Review Process