WELCOME Performance Evaluation Training for Civil Service

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WELCOME Performance Evaluation Training for
Civil Service Academic Professional Employees
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Performance Evaluation Training

• Review Period
• 4/1/07 to 3/31/08
• Evaluation Period
• 4/1/08 to 6/6/08

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Performance Evaluation Process Changes

• Quality Quantity of Work Combined
• Productivity New Category
• Goals included in evaluation form
• Job descriptions certifications are required
• Evaluation Forms Due in HR on or before June 9,
  2008

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PERFORMANCE APPRAISAL PROCESS

• Employee Self-Analysis
• Conducting the Performance Evaluation
• Guidelines Interview
• Setting of Goals
• Factors
• Measures
• Supervisory Review of Evaluation
• Signatures
• Supervisory Nomination for Outstanding
  performance

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CONDUCTING PERFORMANCE EVALUATIONS

• Continuous process
• Informal throughout the year
• Year round feedback coaching
• Acceptance adaptation more likely
• Feedback effective as time elapses
• Formal Evaluation
• Evaluation goals are documented
• Obtain required signatures

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Performance EvaluationProcess

• Accomplishes Employee Development
• Framework for judging work
• Expectations performance feedback
• Framework for coaching/communication
• Correct reinforce desired performance
• Documents performance
• Promotional Consideration

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Supervisor Interview Guidelines

• Notify employee
• Private location no interruptions - 45 minutes -
  1 hour
• Draft initial evaluation before meeting with
  Employee
• Listen two-way communication process

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• Guidelines Continued. . .
• Focus on job performance
• Be specific in praise criticism
• Written observations
• Develop better understanding
• Review the performance factors
• Not Primary tool for discipline

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Employee Work Related Goals

• Goals should be developed with employee prior to
  the evaluation
• Performance measure should be last years goals
• Consistent
• Clear and concise
• Achievable
• Mutually agreed upon

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Performance Factors Common Job Related Skills

• Job Knowledge Knowledge skills necessary to
  perform the job effectively.
• Judgment Identifies problems, proposes
  evaluates alternative solutions, open to new or
  different solutions.
• Reliability Commitment Works efficiently, uses
  time effectively, takes initiative in addressing
  problems. . . . .

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Skills Continued . . .

• Customer Service Listens and understands needs
  of service recipient
• Productivity Consistently achieves desired
  outcomes with a minimum of avoidable errors
  problems, completes adequate volume of work
  demonstrates ability to plan
• Interpersonal Teamwork Effectively conveys
  ideas information orally in writing

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Optional Specific Factors

• Supervision and Leadership
• Those with supervisory responsibility
• (Examples)
• Assign and delegate tasks
• Acceptable supervisory practices

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Rating Criteria

• Consider each performance factor separately
• Review the descriptive statements associated with
  each performance factor
• Review self analysis with employee

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Performance Measures

• Performs Commendably Fully competent, meets
  expectations in all responsibilities,
  accomplishes all projects, tasks key
  operational responsibilities
• Exceeds Expectations Accomplishes all projects
  tasks well in advance of deadlines achieves
  high quality results

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Performance Measures Cont . . .

• Needs Improvement Does not fulfill/accomplish
  some of the projects, tasks, key operational
  responsibilities
• Unacceptable Fails to satisfactorily complete
  tasks in a number of areas applicable to
  assignments
• Insufficient Opportunity to Observe Used when AP
  employees have been in a position for less than
  three months

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FINAL STEPS

• Supervisors are required to discuss employees
  performance measures with their unit head prior
  to the performance interview
• Immediate supervisors responsibility to conduct
  performance evaluation with employee
• Dean/Director/Division Head must review, sign,
  approve the performance evaluation
• Unapproved evaluations are returned to the
  Supervisor for reassessment

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Employee Comments

• Employees can offer comments on how the
  organization can assist and support the employee
  to perform satisfactorily and any comments they
  have regarding the content of the evaluation.

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Signatures

• The employee supervisor are required to sign
  the evaluation form
• Signature does not mean agreement
• Signature portion for employee to agree or
  disagree with the evaluation
• Original evaluation sent to Human Resources
  copies maintained by supervisor and employee

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Supervisor Nomination for Outstanding
Performance

• To be nominated by the Supervisor
• Employee Must Achieve Exceeds
  Expectations in all, or all but one category
• Supervisor must complete nomination form
• Comments are required for Outstanding.

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Questions?

• Thanks For Attending!