1. Loyola’s Performance Management Process For Employees
Loyola Human Resources Department
2019

2. What Is Performance Management?
Process of creating a work environment in which people can perform to the best of their abilities
Aligns employee contributions with goals and values of the institution
Ongoing process
Employees should play a major role in their own planning and development

3. Performance Evaluation Purpose
Link employee performance to Loyola’s mission and values
Summarize and evaluate the employee’s overall performance for the past year
Provide feedback
Identify future goals -

4. Benefits of an Evaluation
Motivate Employees
Builds Relationships
Enhances Results
Documents Performance
Set Goals

5. Why Set Goals?
Aligns individual performance to organizational priorities
Efforts and energy are focused on achieving right results
Clarifies how performance will be measured
Builds trust and collaboration
Improves performance

6. How to Set Goals Supervisor and Employee: Identify 3-5 goals/standards
Prioritize each goal
Discuss activities and expected results
Identify and schedule required resources
Use SMART model to write goals

7. SMART Goals: S - specific M - measurable A - achievable R - realistic
T - time-bound

8. The Process 1. The Employee completes the self evaluation
2. The Supervisor prepares an evaluation
3. The second level Supervisor approves the evaluation
4. The Supervisor meets with the Employee and discusses the evaluation, & adds final comments
5. The Employee adds comments and signs-off. The Supervisor signs-off.
The employee will provide input on their accomplishments to the supervisor. The supervisor’s assessment of outcomes must be included in addition to the employee’s self-review. If you agree with your employee’s comments, provide some more specific examples.

9. Why Self Evaluation?
Enables you to position yourself with your supervisor in the most positive light
Reminds your supervisor of your accomplishments
You know what’s involved to do your job on a day-to-day basis – accomplishing goals may not be as easy as it looks to your supervisor
Opportunity to request development to further your advancement
Supervisors are expected to consider your input

10. Completing Your Review
Be honest about your accomplishments – and also be honest about how you can improve.
Be specific, clear and succinct. Provide examples and documentation to back up what you say.
Include statements and examples for scores above or below the expectations
Consider what you want to learn next
In Employee Comments address:
Include what you feel are significant contributions (support your statements)
Barriers – identify barriers outside your control. Are there things your supervisor could do to remove the barrier?
Professional development/action plan: Ask for relevant professional development. Propose realistic goals from your perspective. Do you have any suggestions or modifications to goals, job duties, processes? Propose a specific action plan (with timeframes and resources). In general, what assistance do you need?
Think about you’ve done and where you want to go next

11. Time Period Covered
The review should cover any achievements from March 1st through February 2019

12. When to complete your review:
Portal opens Tuesday February 5, 2019
Portal closes Friday February 22, 2019

13. New Employees
If the provisional period ends during the annual evaluation period, complete the provisional evaluation using Halogen.
If an Administrator was hired on or after April 1, then the provisional should have been given in September and you DO NOT need to do another evaluation.
If a Staff was hired on or after September 1, 2018 the provisional should have been given in December, and you DO NOT need to do another evaluation.

14. Rating Scale 1 to 5
1 - NEEDS IMPROVEMENT: Consistently falls short of performance standards.
2 - BELOW EXPECTATIONS: Sometimes meets the performance standards. Seldom exceeds and often falls short of desired results.
3 - MEETS EXPECTATIONS : Meets all relevant performance standards. Occasionally exceeds desired results or objectives in one or more areas.
4 - EXCEEDS EXPECTATIONS: Consistently meets and often exceeds all relevant performance standards. Shows initiative and versatility, works collaboratively, has strong technical & interpersonal skills.
5 - EXCEPTIONAL: Consistently exceeds all relevant performance standards. Provides leadership, fosters teamwork, is highly productive, innovative, responsive and generates top quality work.

15. Accessing Halogen – Loyola’s Performance Management Computer System
Inside Loyola Homepage

16. Log in:
Inside Loyola Homepage
Quick Links
Performance Management

17. Your Homepage:
Click tasks – complete self-appraisal

18. Complete Your Self-Evaluation:
Form navigator
Reminder of dates covered
Procedures – employees start the process

19. Review Goals: Use the drop down to rate your goals
Type in your comments under results achieved

20. Complete Your Self-Evaluation Continued:
Note rating scale
Click bubbles to fill in
Option to add comments
Hit “Complete” in top left
******once you hit complete, the spell check with automatically review your evaluation*******

21. Some Evaluation Forms Might Appear In This Format:
****SOME REVIEW FORMS MAY APPEAR IN THIS FORM*****

22. Goal Setting: Identify a minimum of 2 new goals
The goal weighting and percentage must equal 100.
Goals will not be finalized/permanent until the supervisor approves them
Review goal weighting

23. Finalizing Your Self-Evaluation:
CLICK COMPLETE IN THE TOP RIGHT CORNER
This will pop up, to alert the user that once they hit “OK” the employee will not be able to make any changes

24. Finalizing Your Self-Evaluation:
Check that the screen says completed with green check mark!

25. Next Steps Your Supervisor reviews the evaluation
Your supervisor will write their own evaluation, and your self-evaluation will be saved
Meet with your Supervisor to review and discuss the evaluation – by April 19th, 2019
Sign off on your evaluation after you meet with your Supervisor to finalize the process – by April 23rd, 2019
Your supervisor will not write over your self-evaluation, your self-evaluation will be saved

26. Meeting with Your Supervisor
Be sure to limit interruptions and silence cell phones
Do not discuss other employee’s performance, this is about you!
Listen to your supervisor
Accept constructive feedback

27. Meeting with Your Supervisor
Invite discussion - share your core points
Jointly determine an action plan to reach your goals
Summarize core points
It is your Supervisor’s job to give you honest feedback on your job performance!

28. Signing Off on the Evaluation:
Once the employee has signed off on the review the process is completed
This step is completed after the employee meets with their supervisor
Sign off is due bye April 23, 2019

29. Signing Off on the Evaluation:
Space to add comments after the meeting with your supervisor
Click complete

30. Questions?