Performance AppraisalsPerformance Appraisals

Presented by:Presented by:

SUJAN DEEP THAPASUJAN DEEP THAPA

SWAGATO DEYSWAGATO DEY

Performance appraisal ProcessPerformance appraisal Process

Goal Setting Goal Setting Dean’s levelDean’s levelUnit/Dept LevelUnit/Dept Level

Planning PerformancePlanning PerformanceIndividual Goal SettingIndividual Goal SettingDevelopment PlanningDevelopment Planning

Coaching PerformanceCoaching Performance Reviewing Performance Reviewing Performance

Mid YearMid YearYear EndYear End

How do we measure How do we measure performance?performance?

Performance ResultsPerformance Results What was produced/accomplished?What was produced/accomplished? Through Goal-settingThrough Goal-setting

Demonstrated CompetenciesDemonstrated Competencies How was it produced/accomplished?How was it produced/accomplished? Rating performance factors Rating performance factors : Job : Job

Knowledge, Collaboration & Teamwork, Knowledge, Collaboration & Teamwork, Service Excellence, Communication, Service Excellence, Communication, Continuous Improvement, Management & Continuous Improvement, Management & Development, Budget Management etc.Development, Budget Management etc.

The Written Performance The Written Performance AppraisalAppraisal

Ask that the staff member complete and return both the Employee Self Evaluation Form and Individual Goals Progress Report.

Employee Self Evaluation Form and Individual Goals Progress Report are being submitted to you via email, with a copy to HR.

When completing the Performance Appraisal Form focus on the responsibilities of the job as expressed in the job description. Be as objective as possible.

Indicate rating for each individual Performance Factor (Scale 1-4)

Calculate Overall Rating based on ratings for Performance Factors and Unit and Individual Goals (both are evenly weighted, 50/50).

Please ensure that your overall comments are responsive to the Employee Self Evaluation Form and Individual Goals Progress Report, as well as the performance factors.

More on the Overall RatingMore on the Overall Rating

Unit and Individual Goal Performance Rating Unit and Individual Goal Performance Rating – on a scale of 1 - 4 on a scale of 1 - 4

Performance Factor RatingPerformance Factor Rating– Average rating for 5 – 7 performance factorsAverage rating for 5 – 7 performance factors

Calculate the officer’s overall rating.Calculate the officer’s overall rating.

Example:Example:Goal Performance Rating = 3.5Goal Performance Rating = 3.5Performance Factor Average Rating = 3.3Performance Factor Average Rating = 3.3Overall Rating = 3.4Overall Rating = 3.4

The Written Performance AppraisalThe Written Performance Appraisal

Seek the approval of your Dean or Director Seek the approval of your Dean or Director responsible for your area. Incorporate any changes he responsible for your area. Incorporate any changes he or she may suggest. or she may suggest.

A draft of all of the completed forms must be emailed A draft of all of the completed forms must be emailed to Human Resources and your respective Dean or to Human Resources and your respective Dean or Director for review prior to meeting with the Director for review prior to meeting with the employee. employee.

Make an appointment with the staff member whose Make an appointment with the staff member whose performance you will be reviewing. Allow ample time performance you will be reviewing. Allow ample time and ensure that you will not be interrupted.and ensure that you will not be interrupted.

Preparing for the Performance Preparing for the Performance Review MeetingReview Meeting

Manager’s Role:Manager’s Role: Ask the direct report to Ask the direct report to

prepareprepare Gather information on Gather information on

performance/ ensure performance/ ensure supporting information on supporting information on performance is availableperformance is available

Complete the performance Complete the performance appraisal appraisal

Email appraisal to next level Email appraisal to next level manager & HR for approvalmanager & HR for approval

Plan your approach to the Plan your approach to the discussiondiscussion

Schedule the meetingSchedule the meeting Provide written evaluation Provide written evaluation

to employee to employee

Employee’s Role:Employee’s Role: Prepare thorough overview Prepare thorough overview

of performance by of performance by completing self-report completing self-report portion of the performance portion of the performance appraisal (Goal Progress appraisal (Goal Progress Report & Self Evaluation)Report & Self Evaluation)

Ensure supporting Ensure supporting information on performance information on performance has been made availablehas been made available

Provide feedback to your Provide feedback to your supervisorsupervisor

Work with supervisor in Work with supervisor in establishing development establishing development planplan

At the performance review At the performance review meetingmeeting

Discuss your Discuss your evaluation of the staff member’s evaluation of the staff member’s performance over the last yearperformance over the last year and a and a development development planplan for the upcoming year. for the upcoming year.

Discuss the Discuss the status of goals set for the current yearstatus of goals set for the current year and have and have a discussion regarding goals for the a discussion regarding goals for the upcoming yearupcoming year..

Delivering the Written Delivering the Written Performance ReviewPerformance Review

Email the completed appraisal to the staff member Email the completed appraisal to the staff member prior to your performance meeting or immediately prior to your performance meeting or immediately afterwards, with a copy to HR and your respective afterwards, with a copy to HR and your respective dean. dean. It is recommended that you save the document as a It is recommended that you save the document as a

read-only file before forwarding to the employee. read-only file before forwarding to the employee.

You can do this by visiting the Tools menu, clicking You can do this by visiting the Tools menu, clicking options, clicking Security and selecting Read-only options, clicking Security and selecting Read-only recommended check-box or recommended check-box or

By sending to your employee as a read only PDF file. By sending to your employee as a read only PDF file. One way this can be done is via using the scan and One way this can be done is via using the scan and send function of any of our copy machines located send function of any of our copy machines located throughout the building.throughout the building.

Employee FeedbackEmployee Feedback

Employees may add comments and/or their overall Employees may add comments and/or their overall reaction to the evaluation via an email to their reaction to the evaluation via an email to their supervisor, with a copy to HR for their file. supervisor, with a copy to HR for their file.

Be sure to set a deadline by which they should Be sure to set a deadline by which they should submit this feedback.submit this feedback.

Final Thoughts:Final Thoughts: A Performance Review should answer the following A Performance Review should answer the following questions for the employee?questions for the employee?

How did my manager rate my overall performance?How did my manager rate my overall performance? How did my manager determine the overall rating?How did my manager determine the overall rating? What were my performance strengths during this What were my performance strengths during this

performance year?performance year? What areas do I need to improve/develop further?What areas do I need to improve/develop further? What are the next steps for developing my What are the next steps for developing my

knowledge and skills?knowledge and skills? How did I perform against my goals?How did I perform against my goals? What are the gaps between my perception of my What are the gaps between my perception of my

performance and my manager’s perception?performance and my manager’s perception?

Performance CalendarPerformance Calendar

Upcoming Dates:Upcoming Dates:

– March 15March 15thth – Self Evaluations and Individual Goal – Self Evaluations and Individual Goal Progress Reports due to Supervisors Progress Reports due to Supervisors via emailvia email

– March 27March 27thth – Performance Appraisals due – Performance Appraisals due

– March 30March 30thth – Performance Review Meetings Held – Performance Review Meetings Held

THANK YOUTHANK YOU