1. Performance Excellence
Preparing for the Annual Evaluation – Supervisor Session
Barbara Wilson, Director, Human Resources
Lisa Brommer, Associate Director, Human Resources

2. Agenda Your concerns/questions
Best practices for the performance conversation
Addressing performance concerns
The evaluation form
Employee appeals
Evaluation process

3. Performance Excellence
What questions/concerns do you have related to performance?

4. We Avoid Because…. No one likes conflict
Sometimes hard to describe concerns
Harmful to relationship
We’re friends
We’re already short staffed
Don’t want to make things worse

5. Effective Performance Excellence
Know the person (style, values, motivators, strengths, gaps)
Develop a trusting, authentic relationship
Coach for success
Be available and approachable
Clearly define expectations – set goals
Be consistent and timely – no surprises
Monitor and update
Effective Feedback

6. Feedback What It Is: Information Objective and balanced
Behaviorally focused
Positive or constructive
Situational and individual
What It Is Not:
Opinions
Judgment
Vague
One-sided

7. Positive Feedback Powerful tool for development – underutilized
Promotes value and belonging
Helps identify and leverage strengths
Get more of what we reinforce
“Money in the bank”
Relationship building
Fosters self esteem, confidence, willingness to reach higher

8. Constructive Feedback
Necessary when gap exists
Fair – based on credible, observation
Timely
Convey a positive intent
Use inquiry and open ended questions
Focus on “what” not “why”
Clear and specific
Results focused
Delivered with respect

9. Performance Improvement Plan Outline
What is the concern?
Previous attempts to address?
Expectations – clear, timeline
Plan for support
Consequences of not meeting expectations
Signatures
Consult with Lisa or Barbara

10. Annual Performance Conversation
What’s good, what’s great
Gaps in performance – impact
Strategies/plans
Goals
Shared understanding, collaboration
2 way conversation

11. Your Role in the Conversation
Be prepared
Be honest
Share information – give examples
Be open
Listen
Ask Questions
Check for understanding

12. Process Evaluation form is online – www.coloradocollege.edu/hr
Employee – completes self review
Supervisor – completes review and assigns overall rating
Supervisors meet with division head to review ratings.
HR reviews rating across divisions.
Supervisors meet with employees for performance review.

13. Evaluation Appeal Process
Overall rating of Needs Improvement or Unacceptable Performance
Submitted in writing to HR Dir.
Appeals reviewed – may involve meeting with supervisor and employee – review of previous documentation
HR Director makes final determination