Welcome to the Alaska National Guard Technician Performance Appraisal Application Welcome the students. Introduce yourself.

Welcome to the Alaska National Guard Technician Performance Appraisal Application
Welcome the students. Introduce yourself

Learning Goals and Objectives
My Biz (Employee)/My Workplace (Supervisor) & Performance Appraisal Application (PAA) tools Develop mission objectives and write one (1) critical element Ensure critical elements satisfy either the Specific Measurable Aligned Relevant Timed or MARST criteria Understand what a self assessment is and how to write one Let the class know about the page numbers in Red at the top right corner (pages referenced are in their in Student Guide) The Employee/Supervisor Leave the training today understanding how to develop your performance appraisal with the support of your supervisor/employee

Where to Go for Information
Materials Participant Guide Need to Know Nice to Know Where to Go for Information Need to know – white pages These are your interactive pages. We will be using these as we go along in the course. - Page 2 = Points of Contact Nice to know – purple This is supporting information as we go along today. It is intended to help you with your steps as you navigate this new program. - Page 57 = MyBiz/MyWorkplace Guide - Page 79 = Employee Guide to PAA - Page 87 = Supervisors Guide to PAA - Page 99 = “The boss’s boss Guide to PAA” Where to go for information – yellow This area is for reference material. It - Page 107 = Links and Websites - Next you will find a current copy of the TPR 430 and when complete will include an approved copy of the MNNG Regulation which is currently in development. - The Last Yellow Page in the section. Please rip it out of your book and keep that near your work station. Throughout the class please annotate your thoughts about areas of improvement or those items you like and believe we should ensure we maintain in the class. We will ask you to turn this in at the end of the course today.

Performance Appraisal Application
What Changes Annual Appraisal Cycle: 1 April – 31 March Minimum of 3 Critical Elements Mandatory Supervisory “Critical Element” Rating of Record: Level 1 thru Level 5 Self Assessment New NGB Form 430 (Performance Appraisal) PAA accessed through My Biz and My Workplace Recommend 3-5 Critical Elements - Alaska’s current appraisal period is pass fail and runs according to birth month DoD M, SC430.AP Appraisal Periods ---SC430.AP Performance appraisal programs shall establish an official appraisal period during which performance shall be monitored and for which a rating of record shall be prepared. The programs shall generally designate appraisal periods so that employees shall be provided a rating of record on an annual basis. TPR 430, para 2-1 states: “The appraisal period will be on an annual basis with the appraisal year; normally October 1 through September 30 each year.” *States have the flexibility to establish another appraisal period after negotiating with their bargaining unit.

What Does Not Change The Trial & Probationary Ratings and Periods Postponement of Annual Ratings of Record Supervisor Communicating Performance Plans Below Fully Successful or Unacceptable Performance Performance Improvement Plans (PIP) The Appeal Process In the Five Rating Level Evaluation Method - What Does Not Change Trial/Probationary Ratings Postponement of Annual Rating of Record Communicating Performance Plans Below Fully Successful/Unacceptable Performance Performance Improvement Plans Appeal Process

Performance Appraisal Process
Planning Higher Level Reviewer Supervisor Employee Supervisor Understands mission Reviews/revises Critical Elements Uses working Critical Element field on form Defines mission Develops Critical Elements Uses working Critical Element field on form Reviews performance plan for equity among employees in same occupation, and salary. Approves performance plan for employee Revises Critical Elements Cuts and pastes into Critical Element field on form F I N A L Basically two processes: Planning & Monitoring, Developing, Rating, Rewarding Monitoring, Developing, Rating, Rewarding Self Assessment Interim Review Performance Appraisal Rating is the basis for personnel actions.

Trial-Period Appraisals
Performance standards must be established within 30 days of appointment A permanent technician must serve one-year probationary/trial period Personal LWOP over 30-calendar days during the probationary period extends its duration—day for day Absent-US (military duty) does not extend probationary period Appeals are avoided by meeting deadlines like creating plans within 30 days, interim reviews, and annual appraisals in a timely manner

Benefits A performance appraisal system that encourages the fair and equitable evaluation of employees based on performance and results Program shall provide for employee participation in program development, implementation, and application A Higher level review ensures equitable and consistent application of, and compliance with, performance management requirements by all subordinate raters

TPR 430 Prescribes a Five Rating Level Evaluation Method Clarifies the procedures, and requirements for documentation of the Performance Appraisal Program Prescribes the use of the New NGB Form 430 (Performance Appraisal), to be used with My Biz & My Workplace The Roles and Responsibilities Alaska’s previous performance appraisal was a pass fail system Take a minute to read this slide – have students read it themselves – we’ll go into more detail in a moment - JFMNR 430 Rewritten IAW TPR 430 TPR 430, National Guard Technician Performance Appraisal Program: In the back of the booklet Requires all States to comply with the new TPR 430, the Five Rating Level Evaluation Method Appraisal Cycle: Annually 1 October – 30 September New Terms: some examples – PAA – Performance Appraisal Application Tool Summary Level Pattern: 5 Levels (Level 1 = Unacceptable; thru Level 5 = Outstanding) One Mandatory Interim Review: documented in the Performance Appraisal Application Tool Mandatory Supervisory Critical Element Close Out Assessments: Narrative assessment used in the final annual rating of record. DO NOT USE CLOSE – UNLESS the employee is gone and you are not wanting to do a rating of record New NGB Form 430, Performance Appraisal: electronically generated in DCPDS, MyBiz/MyWorkplace

Appraisal Documentation: Open & honest 2-way communications Bias-free and legally sound Discuss acceptable & unacceptable levels of individual job performance and behavior and outcome if not corrected Signing appraisal acknowledges receipt not necessarily agreement

APPRAISAL APPEALS Technician may appeal any performance appraisal or notice of rating or any single aspect of an appraisal/rating. Timeframes for filing appeals: Refer to negotiated procedures found in LMA and TPR 430 after consulting with HRO/ Labor Relations Specialist Performance Appraisal Review & Appeals Board: Members must be equal or higher in grade & cannot be in technician’s chain of command Entitled to representation No appeal rights beyond the TAG

Performance Appraisal Program
What can we clarify?

BREAK TIME!! Break Time

My Biz My Workplace Overview
Agenda – overview of what are My Biz, My Workplace, how do they tie into PAA My Biz – What is it? EMPLOYEE My Workplace – What is it? SUPERVISOR

What is My Biz? “Technician Info” “Military info” TECH
Think about it like this: ARNG members (and AGRs) use iPERMS and ANG uses vPC-GR or vMPF to access, view and maintain their military data. My Biz/My Workplace is the self-service website for the technician force (and supervisors) to view and maintain their technician data electronically.

What is My Biz? DCPDS = the Defense Civilian Personnel Data System (massive database of DoD Civilian records) DCPDS HRO My Biz and My Workplace are interfaces that fall under the umbrella of DCPDS – Defense Civilian Personnel Data System. This is a massive database (largest in the world – located in San Antonio) that houses the HR information on all of the fulltime federal technicians within DoD. It is updated daily by every HRO in the DoD. Briefly discuss how HRO interfaces with DCPDS, DCPDS and My Biz interface and how techs back in AK interface with My B/W

Some definitions Employee = technician
Supervisor = anyone who supervises a technician (GS, WS, AGR, state) Some important definitions to be clear on for today’s training. This is a Technician program… Employee – Not AGR’s, ADOS or Contractors Supervisor’s – Can be AGR’s as well…as long as they supervise a technician Higher Level Reviewer = final reviewer in the rating chain (“boss’ boss”)

What is My Biz? A Self-Service application (web-based) that allows technician employees to: ACCESS & VIEW tech employment info Pages 13 in the workbook My biz is…(read the top bullet). It allows employees to do three main things, the first is the ability to access and view you’re tech info

What is My Biz? MAINTAIN some of your personal information…
My Biz allows you to MAINTAIN some of your personal info (details later)

What is My Biz? (LES, DD214, SF50) PRINT
Your own SF 50s (personnel actions) Old: HRO to Supv *NEW*: self service (LES, DD214, SF50) SF 50 Personnel Action Allows you to PRINT your SF 50’s. ASK: “Who knows what an SF 50 / personnel action is?” – describe the SF50. HRO will no longer mail copies of SF50s to the supervisor or technician. SF 50: promotion/pay raise/duty change (record of any personnel action) *Your history on any actions to your records Discuss old vs. new process Liken the SF50 to the LES, DD214 – as important as these docs

Who gets a My Biz account?
All Permanent and Indefinite technicians automatically get a My Biz account My Biz interfaces with DCPDS nightly to create/update accounts Discuss account creation process – PERM and INDEF techs only (Temps get an account however are not required to receive an appraisal– AGRs do not receive a MYBIZ account DCPDS

What can employees VIEW?
Can VIEW data related to their technician employment such as: Appointment information Position information (current & historical) Salary information Awards and Bonus information Performance Appraisals Personnel Actions Discuss what employees can view (view only) SF 50’s will be available back to *Call HRO if you need older items **Something you haven’t had with out calling and asking HRO**

What can employees MAINTAIN?
Employees can MAINTAIN the following data: Race and National Origin designation Handicap code Phone numbers addresses*** Foreign language proficiency Emergency Contact info Education and Training* *must be validated Discuss what employees can update/maintain on themselves Stress importance of having correct WORK address in the system to facilitate PAA Just touch on the validation process (HRDS) for education and training **We will actually go into the system here soon and you’ll be able to see al of this**

HRDS Validation If you say you’re a neurosurgeon – we will need proof

What is My Workplace? VIEW
My Workplace is a Self-Service application that allows supervisors of technician employees: VIEW employee personnel information personnel actions that have processed on their employees My Workplace – give definition Discuss what supervisors can VIEW ---- Posting on the NGB 904 is still required (usually a salmon colored sheet)

What is My Workplace? INPUT & TRACK Performance Appraisal information
Discuss what supervisors can INPUT

Who gets a My Workplace account?
Anyone who supervises technicians including AGRs, state employees (TAG) Nightly interface with DCPDS to update and create accounts Discuss account creation process, HRO (coding as supervisor) to DCPDS – nightly refresh with My W to create account When DCPDS is coded as you being a supervisor, you’ll be allowed access to My Workplace. **If you cannot see your employees talk to classifiers for hierarchy corrections DCPDS

My Workplace – what can I view?
Supervisors can currently view the following employee info: Position information (current & historical) Salary information Awards & Bonuses Performance info Appointment info Personnel Actions Here are the items a supervisor can view on their employees.

Test Drive

My biz & My Workplace how do I get there?
Bookmark it! Register your CAC first! ALWAYS choose the non- certificate Default user-ID = See user guide on Page 36 of workbook SSN with hyphens

MY Biz / MY Workplace screenshots
Page 58 in your student guide. How many in here have already been into My Biz (this first website) and registered? Who has not?

My Biz/My Workplace

My Biz/My Workplace Here’s a look at the My Biz Navigation page.
Notice the separate links to view and to Update your information and also for access to PAA.

My Biz/My Workplace

What may I clarify? Is there anything I can clarify for you?

Mission Objective – where is it located
Information for your Mission Objective Introduction – mission objective or purpose – Page 47 & 48 have sample PDs

PD D1195000 (formerly 70637000) SURFACE MAINT MECHANIC
This position is located in the Joint Forces Headquarters—State, Logistics Directorate (J-4), Surface Maintenance Facility. The purpose of this position is to troubleshoot, repair, maintain, inspect, and/or overhaul a variety of complex combat, tactical, commercial, and special purpose vehicles and equipment having complicated mechanical and non-mechanical systems with a variety of interconnected systems. And we now then have the individual mechanic/employee.

Alaska National Guard Technician Performance Appraisal Program
Critical Elements Alaska National Guard Technician Performance Appraisal Program Appraisal We have already discussed a little about what critical elements are. We are now going to get into more details and actually write some for our appraisal. 5 Outstanding 4 Excellent 3 Fully Successful 2 Marginal 1 Unacceptable Not Rated

Performance Appraisal Program
Critical Element(s) An expression of performance expectations in the performance plan that are linked to the organization’s goal(s) and mission(s) Each employee shall have their work assignments or responsibilities described in their performance plan as a critical element(s) Have class read to themselves as a review

Five Rating Level Evaluation Method
Rating Critical Elements 5 Outstanding – Outstanding performance in one or more critical element(s) and excellent performance for all other critical element(s). 4 Excellent – Excellent performance in one or more critical elements(s) and fully successful performance for all other critical element(s). 3 Fully Successful – Overall fully successful performance. 2 Marginal – Below fully successful performance for one or more critical element(s), but at least marginal performance for all critical element(s). 1 Unacceptable – Fails to meet at least the marginal performance standard in one or more critical element(s). NR Not Rated – Employee did not have opportunity to perform the critical element because it became obsolete or could not be accomplished due to extenuating circumstances. NOTES: Information contained in the Rating in the table above is contained in TPR 430 and is inaccurate – it is being revised at NGB level The students should understand this, be aware of this and be capable of figuring out the exercises on the next slides. With the exercise information, the students will know how the Rating of Records are determined.

Rating of Record Average Rating Range Rating of Record Rating of Record Descriptor 4.51 to 5.00 5 Outstanding 3.51 to 4.50 4 Excellent 2.51 to 3.50 3 Fully Successful 2.00 to 2.50 2 Marginal 1 on any critical element 1 Unacceptable 3 critical elements are to the benefit to the employee. When averaged together it’s easier to obtain an overall outstanding rating. Example in the book on page 7. Go through the averaging example on page 7 – remind them that a 1 on any element is an overall 1 Rating of Record Exercise

Valued performance should be rewarded What Your Rating of Record Means Performance Rating Employees are eligible to receive… 5 - Outstanding Quality Step Increase (GS employees only) Sustained Superior Performance Time Off Award 4 - Excellent 3 - Fully Successful 2 - Marginal Counseling, Mentoring, Coaching Increased Supervisory Assistance 1 - Unacceptable Performance Improvement Plan (PIP) Anyone that receives a 1 for Unacceptable Performance will receive a PIP – this is intended to give the employee a chance to improve

Roles & Responsibilities
GROUPS GROUPS ACTIVITY Group Exercise Refer to the TPR 430 – one of your handouts Have individuals, summarize, and be prepared to report back on the roles & responsibilities of: NGB/TAG/ HRO / Higher Level Reviewer / Supervisor / Employee TAG HRO Supervisor Employee TPR 430

Employee’s Responsibilities
For success employees should: _________ in the development of ______ ________ Identify and ______ their accomplishments Participate in _______ _______and the ____ __ ___ ___________ Participate Critical Elements Record -Participate in developing critical elements Record your accomplishments on your personal journal (electronic or hard copy) Provide self-assessment input at the Interim review and end of year assessments Interim Review End Of Year Assessments

Rater’s Responsibilities
Ensure employees attend training Develop critical elements aligned to the mission ______________ Provide __________ to employees Foster and ________ excellent performance Address poor performance COMMUNICATE FEEDBACK Critical Elements aligned to the mission goals and objectives Communicate performance expectations to employees and hold them accountable for achieving them Provide employee feedback—at least one interim review REWARD

Higher Level Reviewer Responsibilities
Stay in the performance process goals to subordinate supervisors and consistent application INVOLVED COMMUNICATE Be involved in the performance management process throughout the rating period Ensure equitable and consistent application of, and compliance with, performance management requirements by all subordinate raters EQUITABLE

Requirements for Critical Elements
Critical elements must be linked to the mission Minimum of 3 critical elements (recommend 3-5) All supervisors have a mandatory critical element Critical elements must be in either the Specific Measurable Aligned Realistic/Relevant Timed or MARST format Additional mandatory critical element for supervisors found in TPR 430, page 13, appendix B, B-1.a. MN NG will be providing a different / required critical element in the next few months (MN Specific). SMART and MARST are the same, but MARST is for WG because of the emphasis on Measurable and SMART is GS with an emphasis on Specific S M A R WG GS T

Writing Critical Elements Additional Considerations
Articulate Expected Results Absolute Standards Totality Approach Length of critical elements Articulate Expected Results - critical elements communicate the accomplishments expected of the employee during the rating period. The critical elements are not task lists; supervisors should consider using "accomplish" or "complete" to phrase an critical element instead of using "prepare, provide, plan, etc.”, if it is workable. Absolute Standards – Normally, avoid absolute standards, although there are times that absolute standards are necessary (e.g., Accomplish safety checks of Blackhawk helicopters with 100% accuracy at all time). When absolute standards are used (e.g., work must be completed within 7 days), it is difficult to assign any other rating level besides Level 3 (met the critical element) or Level 1 (failed the critical element). Since critical elements are written at Level 3, using 5-7 days as Level 3 (e.g., work must be completed within 5-7 days) would allow supervisors to use 3-4 days as the standard for assigning a Level 4 rating score, etc. Totality Approach – When developing critical elements, keep in mind that each element will be rated in its totality as opposed to individual phrases. If taken apart, a portion of the critical element may not meet the SMART criteria or offer an absolute standard, but that should not be a concern. However, the critical element as a whole should provide enough specificity of the expected outcomes for the rating period. Length of Critical Elements – Critical Elements should not be a lengthy list of tasks with every finite detail of expectations. Supervisors and employees are expected to have continuing communication during the rating cycle to discuss expectations of any particular task/project as needed. Maximum field size for each critical elements is 1000 characters.

Develop Critical Elements Using SMART / MARST Format
SMART / MARST is a framework for developing (and evaluating) Critical Elements SPECIFIC MEASURABLE ALIGNED Think of critical elements as goals Why should our goals/critical elements be SMART? - increases understanding of what is expected/required - gives greatest opportunity for success Example: I’m going to lose weight (what are the chances of success?) I’m going to lose 10 lbs (getting better) I’m going to lose 10 lbs to pass my height/weight requirement I’m going to lose 10 lbs in 3 months to pass my height/weight requirement so I am eligible for promotion REALISTIC / RELEVANT TIMED

Critical Elements Are Specific
Define an observable action, behavior, or achievement Link to a level of performance, frequency, percentage, or other number Are specific regarding the description of the result (not the activities to achieve that result) Page 47 in workbook has an example with what is Specific in Different Font Specific: What do you want your employee to accomplish? Make it as clear and specific as you can, so there is no ambiguity about the result. At the end of the year, can you answer the question, “Has he or she achieved this goal?”

Critical Elements Are Measurable
Provide a method to allow tracking, recording, and validation of quality of a specific behavior, action, or outcome Define: Quantity (how many) Time (how long) Quality (how good) Resources (how much) M A R S T Page 47 in Workbook has an example of measurable in Different Font

Critical Elements Are Aligned
A direct connection is made between the employee’s work, unit’s goal, and the organization’s mission Critical Elements ensure all are working toward shared goals All critical elements in the organization pull in the same direction Managers/supervisors need understanding of their own goals, objectives and critical elements before they can work with their employees to establish theirs S M A R T M A R S T

Aligned Critical Element
Provides accurate and timely advice and guidance on an “as needed basis” to headquarter staff and managerial accountants in the field – resolving normal issues/inquiries in less than 7 business days, for more complex situations an initial response should be given within 7 business days and updated until resolved. Provides responses to questions and inquiries covering a variety of policies and directives that require the correct application of accounting principals, theories, concepts and practices to financial processes to produce accurate results and meet legal requirements. Alaska National Guard Vision/Mission Division / Airbase Vision/Mission Company / BN / Squadron Vision/Mission Relevant Team/Section Mission Alignment

Critical Elements Are Realistic/Relevant
Realistic: Goals and objectives achievable with the resources and personnel available, and within the available time Relevant: Goals and objectives are important to the employee & organization Responsibility must be appropriate to employee’s grade S M A R T M A R S T Page 48 in workbook demonstrates aligned and realistic/relevant – not highlighted in red in their book. Below is the verbiage that should be red - SEE NEXT SLIDE Realistic/relevant: Is it realistic and relevant? “Realistic” questions whether the critical element is doable and whether it is within the employee’s control. “Relevant” asks whether it is a high priority. GS7 – Under limited supervision provides accurate and timely advice and guidance Prepares responses for supervisor’s review to questions and inquiries GS11 Provides accurate and timely advice Independently prepares responses to questions and inquiries MUST BE APPROPRIATE FOR EMPLOYEE’S GRADE

“Realistic/Relevant” Examples
GS07 – Under limited supervision provides accurate and timely advice and guidance on an “as needed basis” to headquarters staff and managerial accountants in the field – resolving normal issues/inquiries in 5 – 7 business days. Prepares responses for supervisor’s review, to questions and inquiries covering a variety of policies and directives that require the correct application of accounting principals, theories, concepts and practices to financial processes to produce accurate results and meet legal requirements. GS11 – Provides accurate and timely advice and guidance on an “as needed basis” to headquarters staff and managerial accountants in the field – resolving normal issues/inquiries in 5 – 7 business days, for more complex situations an initial response should be given in 5 – 7 business days and updated until resolved. Independently prepares responses to questions and inquiries covering a variety of policies and directives that require the correct application of accounting principals, theories, concepts and practices to financial processes to produce accurate results and meet legal requirements. Make meaningful performance distinctions among employees. Realistic/relevant: Is it realistic and relevant? “Realistic” questions whether the critical element is doable and whether it is within the employee’s control. “Relevant” asks whether it is a high priority.

Critical Elements Are Timed
Established start and/or end dates are defined Specific dates (e.g., March 15) are preferred over relative descriptions of time (e.g., 6 months) Milestones can be included M A R S T Examples: Specific Time – by December 10 Relative to another event – 6 months after… Recurring – quarterly, bi-weekly Timed: Put in the timeline for expected results. For long-term projects that require more than one rating cycle to accomplish, critical elements should identify what results are expected within the rating cycle

Critical Elements vs Task Descriptions
Focus on the results and contribution Describe “what” the person will accomplish Employee responsible for outcome Task Descriptions: Focus on the tasks or activities completed Describe “how” the person will do the work Manager ultimately responsible for the outcome Lets look at the difference between a critical element and a task A task is specific on how to do something. For a critical element, we care about the end result, not the specific details of how we get there What NOT how There is an example on next slide

Are these SMART/MARST? Complete the installation of 150 new computers in the DOIM Office, by the second week of September Provide a monthly progress report, with information on completed work and anticipated obstacles, in the last week of each month Ensure that the DA Form 2062 issuing the new computer to the PC user is signed by the user and forwarded to the Property Book Officer in 2-3 workdays of signature Ask them to use their PDs or use the sample CEs ****Use this slide to also discuss LARGE BUCKET**** Capture the large bucket items – the 75 – 85% of what you actually spend your time doing to accomplish your job. A critical element WILL NOT BE the item you do once a week that takes you 10 minutes. If this project is going to take at least 9 months to accomplish, then they should be 2-3 of the critical elements, however, if this project is only going to take 3 months, all 3 of these should e lumped into one Critical Element

(When Reviewing the Performance Plan)
Questions to Consider (When Reviewing the Performance Plan) Are the critical elements vague? Can the critical elements be measured or verified? Are the critical elements too complex or unnecessarily long? Does each critical element have a timeline? Do the critical elements emphasize appropriate aspects of the work? Are there too many or too few critical elements?

Critical Element Exercise with
Table Top Exercise Critical Element Exercise with PDs (Pages 37-41) If they want: Have students break into groups of similar PD’s to write one critical element (Marst/Smart). They may work alone if they want – allow 10 minutes for exercise Have them work on 1 Critical Element Tell them we are going to share with the group when done (this will help ensure they actually take it seriously and work on it) Give a good 20 minutes, may need more time, see where everyone is at after 20 min Have volunteers share / record on butcher block (Give a prize, candy or something to those who share) Record a few of the critical elements create in class on the white board. Conduct detailed analysis of those develop in class. - Is it measurable? Is the measurement detailed enough? Is it written at the Success Objective three? Depending on the time, have them work on their other 2 Large Bucket items? Your PD? What do you do?

What may we clarify?

Matching Exercise Review and Revisit Closing 5 minutes only
Have each DLN site read off answers starting, front row, 1st person and so on…. (1 answer each site – back and forth) Instructor: “What did you get for benefit”…. Benefit – Higher level review that ensures fair and equitable evaluations for employees based on performance NGB Form 430 – Automated Performance Appraisal form Outstanding – Rating of Record PIP – Unacceptable performance is awarded one of these Regulation – TPR 430 NGT Performance Appraisal Program Self Assessment – Employees narrative of accomplishments Critical Element – An expression of performance expectations in the performance plan Tower – city with the lowest recorded temperature in MN Marginal - Below fully successful performance for one or more critical elements Supervisors Access – My Workplace Employee Access – My biz

Writing Effective Self Assessments
Good Afternoon, today we will be talking about Writing Effective Self Assessments. On page 51 in Tech Performance Appraisal Program Booklet

Self Assessment The performance management program establishes a link between the organization’s mission and goals and the individual employee’s contribution to mission and goal accomplishment

Overview What is a Self Assessment Writing a Self Assessment
How to Identify Significant Accomplishments Helpful Hints - Things not to do Performance Appraisal Application (PAA) tool Journal Application Agenda Discuss the timeline of when you should journal and when it becomes a self assessment. Upon the approval of the performance appraisal plan from employee, supervisor, higher level reviewer: Conduct self assessment: At the interim period (6 months o/a March/April) At the end as an appraisal period (SEP/OCT).

Why Advocate for Myself?
Why should I advocate for myself? Discussion – I’d like you to discuss amongst your table and come up with 2-3 reasons why you should advocate for yourself, is there anything I can clarify?

Advocating for Oneself
Advocating for yourself is an opportunity to: Highlight your most significant achievements Offer your perspective on your performance Present details of achievements and obstacles overcome It is a narrative description of your accomplishments You will not be rated on your writing skills Employee self assessment is YOUR opportunity to emphasize your accomplishments. Don’t take this lightly - the information you relay to your supervisor will be vital to your success. You will not be rated on your writing skills. Your self assessment serves to remind your supervisors of your significant accomplishments and provide an opportunity for further discussion between you and your supervisor about your performance. It does not relieve your supervisor of there duties.

Let’s Get It Started Review your organization goals and critical elements Review records of your work ( s, memos, project files, productivity records) In order to get started, we are going to review your organizations goals and critical elements which you’ve already been doing all day and we’re going to review records of your work.

Establishing a Recording System
folder Word Document Notes on planner or calendar File folder Journal – Tool in the Performance Appraisal Application GO ME! Maintain copies of letters, memos or correspondence which can be referred to a later date. At the end of the week – If there was anything worthy of documenting – I open an , write about the event using the STAR format which we will talk about in a few minutes and then just send it to myself and put it in the folder – it’s my simplest way of staying organized. Word Document – on desktop – just open it up and jot down a few things every couple of weeks. For the people that aren’t always on the computer or don’t always have access – we’ve developed a Self Assessment Document that is easy to use – you could have a folder at your desk or somewhere in your work facility and fill one of the sheets out by hand every couple of weeks or month. ***Journal Tool – supervisor does not have access to look at your journal*** page 77 in booklet Journal writing tip: use bullets with quantifiable data Self Assessment on page 77 in Tech Performance Appraisal Program Booklet

Significant Accomplishment Characteristics
Difficult One of a kind First time High visibility Large volumes Short deadlines So, what are you going to write about?? You’re going to take a look at the task or situation and decide whether it fell into any of these categories… Tell soldiers they don’t need to take notes on this because the information is already provided under Characteristics of Significant Accomplishments: found on page 74 in booklet

Follow the STAR: Situation Task Activity/Action Result
S: describe the conditions under which you achieved your critical elements T: describe what you did during the year to create the results you achieved A: include additional activity R: what you accomplished, what you produced. Note that soldiers don’t need to take notes. This information is already provided to them in the Nice to Know section of the booklet on page 74 Make sure it relates back to your critical elements.

Things NOT to Do Position Description Critical Elements
Terms & Acronyms Don’t take the sentences directly out of your PD – change it up and make it fit what YOU did. When in doubt – spell it out.

Things to Consider… Highlight performance Make the connection
You don’t want to talk about EVERY detail of your job, just your most significant accomplishments. Always make sure you are making the connection of what you did with how those actions matter to the organization. Make the connection between what was done and WHY those actions matter to the organization. Highlight performance by detailing the most significant achievements for the year.

Analyze & Determine the Best Fit?
Exercise – In your workbooks, there is a page with 4 self-assessment scenarios – I would like you all to read thru them and rate them 1-4 – 1 being the best, 4 being the worst. How many people thought the 1st one was the best? Do the self assessment exercise found on page 52 of the Tech Performance Appraisal Program Booklet Answers: 1 – best - #2 – self assessment 2 – 2nd place - #3 – self assessment 3 – 3rd place - #1 – self assessment 4 – 4th place - #4 – self assessment Or the ranking from top to bottom goes 3,1,2,4 Discussion

Self Assessment What can we clarify?

Review of Goals and Objectives
Overview of My Biz (Employee)/My Workplace (Supervisor) & Performance Appraisal Application (PAA) tools Develop mission objectives and write one (1) critical element Ensure critical elements satisfy either the SMART or MARST criteria Understand what a self assessment is and how to write one Review what the learning goals and objectives were. Ask the participants if they feel each of these were accomplished.

Closing Comments Performance Appraisal Program
Thank the Students for participating while reminding them the training is mandatory for all technicians and their Supervisors. It may be some time before participants are back into the MyBiz and Performance Appraisal module. Remind participants that the student workbook will guide them through the process. Include that TPR 430 is in the student guide. Remind participants that their role in communicating with their supervisors, assisting in constructing critical elements, and the use of “a journal” and their self assessment are all critical in their own performance appraisal. They “own their own destiny”.

Welcome to the Alaska National Guard Technician Performance Appraisal Application Welcome the students. Introduce yourself.

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Welcome to the Alaska National Guard Technician Performance Appraisal Application Welcome the students. Introduce yourself.

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