2Performance Management Performance management is the process of:Defining expectationsMaintaining open communication between supervisor and employee during the yearLinking individual performance to organizational needsAnd evaluating performanceThis is a year-round process
3Why should we do it? Performance management techniques help: high achievers to develop new skillssolid performers to become greatunderachievers to improvecreate a productive work environment for all
4Best practices in performance MGMT When giving feedback, remember to be:Timely: Don’t wait. Give feedback as soon after the performance takes place (positive and constructive).Specific: Say exactly what they did that was good or needs improvement.Sincere: Be honest and open. Tell the person the impact of their performance.Personal: Adjust the style and method of your feedback to the receiver.Proportional: Match the intensity of your feedback to the intensity of the behavior.
5Importance of Documentation Counseling memo or Follow-upSummarize performance issues (as discussed in meeting, if applicable)List specific examples, instances and any attempts to train/correctConsequences of performance issues on departmentDesire for performance to change and consequences if doesn’tNext stepsSupervisor DocumentationSupervisor paper fileOnline file (excel spreadsheet)Self
6Performance Appraisal Cycle Classified Staff:Annual cycle from October 25ththrough October 24thAdministrative/Professional Faculty:Annual cycle from July 1stthrough June 30thWage Employees:N/A*
7Performance Evaluation Due Dates Type of EmployeeEvaluation Due DateWhere to Send….Instructional/ Research Faculty10/25/2011Dean's OfficeAdministrative/ Professional FacultySupervisor then Human Resources and PayrollClassifiedHuman Resources and PayrollWage (Non-student and Student)No eval requiredN/A
8What is the goal of a performance appraisal? Performance appraisal is a formal discussion between a direct report and a supervisor, for the purpose of discovering how and why the direct report is presently performing on the job, and how the direct report can perform more effectively in the future, so that the direct report, the supervisor, and the university all benefit.
9The supervisor is responsible for: Developing the work tasks, duties and performanceexpectations (the work profile or position description)Providing feedback regarding performanceOffering opportunities for developmentConducting the performance appraisal
10Faculty and Staff members should: Seek assistance with/and clarify responsibilities as neededDo a self-evaluationActively participate in the appraisal discussionIdentify ideas for developmental goals
11Due DatesThe evaluation form must be completed, signed and dated by the employee, supervisor, and reviewer, and submitted to Human Resources by Tuesday, October 25thIndividual Departments may have unique deadlines earlier than October 25th. Check with your HR Liaison for more informationRemoved Pay Increase slides this year because there aren’t any.REINSERT PAY INCREASE SLIDES WHEN RAISES ARE REINSTATED
12Where to find the performance evaluation forms: Go to: hr.gmu.educlick on Forms and MaterialsScroll down to Performance Management
13Classified Evaluation Forms Let’s look at the forms…Employee Work Profile (EWP)Self Assessment FormAcknowledgement of Extraordinary ContributionNotice of Substandard PerformancePerformance Evaluation FormProbationary Progress Review
14Classified Staff Self-Assessment Not required.A good way to gather input; increase involvement and commitment.Give to your supervisor before your annual evaluation meeting.Meet with your supervisor to discuss your annual evaluation and the self-assessment.Employees must be given the opportunity to do a self-assessment (refer to form). It should be given to them at least 2 weeks prior to your meeting with them about their performance. They may decline to do a self-assessment.Suggestion: You may want to read the employee’s self-assessment before preparing your review. You may receive some information that will influence what that review looks like.
15Classified Appraisal Areas Evaluation of Work Tasks and Duties (EWP)Universal Performance ExpectationsSupervisory Performance ExpectationsOverall Performance Rating
17Extraordinary Achiever In order to be eligible to earn an overall “Extraordinary Achiever” rating on the annual evaluation, an employee must have received at least one “Performance Management Acknowledgement of Extraordinary Contribution” form during the performance cycle.
18Extraordinary Achiever Pay special attention to goal setting—time to raise the bar?Consider special recognitionAn overall rating of “Outstanding Contributor” must also be supported by documentation.
19Unsatisfactory Performer If a classified staff member receives a performance rating of below contributor (unsatisfactory performer), there is no pay increase. The supervisor MUST consult with HR before issuing an “Unsatisfactory Performer” rating on an evaluation.
20Unsatisfactory Performer In order to be rated “Unsatisfactory Performer”, a classified employee must be issued:a “Notice of Improvement Needed/ Substandard Performance” form ORa formal Written Notice (Group I, II, or III) during the performance cycleEmployees that receive an Unsatisfactory rating must be issued a performance improvement plan and be re-evaluated at the end of three (3) months.
21Unsatisfactory Performer Develop a performance plan & present to the employee (using the EWP)Re-evaluate the employee in 3 monthsRemember that there must be supporting documentation. Within 10 workdays of the evaluation meeting, the employee’s supervisor must develop a performance re-evaluation plan that sets forth performance measures for the next three months and have it approved by the reviewer. This should be done even if the employee is in the process of appealing his/her evaluation.
22Three Month Re-Evaluation If performance does not improve:Demotion or re-assignmentReduced DutiesTerminationDemotion or re-assignment: If performance is documented as not improving during the re-evaluation period, the employee may be demoted or reassigned to another position in the same pay band with lower level duties if the department identifies another position that is more suitable for the employee’s performance level. A demotion or reassignment will end the re-evaluation period.Reduced Duties: As an alternative, if the employee is unable to achieve satisfactory performance during the re-evaluation period, the department may allow the person to remain in the position with reudced duties. Must be accompanied by a salary reduction of a t least 5%.Termination: If there are no alternatives to demote, reassign, or reduce duties, termination based on the unsatisfactory re-evaluation is appropriate at the end of the re-evaluation period.
23Admin/Professional Faculty Forms The forms for Administrative and Professional Faculty are different from Classified employees …
24Admin/Faculty Self-Assessment Examples of last year’s major accomplishments and disappointmentsEnvironmental considerations (including barriers and/or beneficial factors) which helped or hindered your work.Summary comments including recommended developmental options.Employees must be given the opportunity to do a self-assessment (refer to form). It should be given to them at least 2 weeks prior to your meeting with them about their performance. They may decline to do a self-assessment.Suggestion: You may want to read the employee’s self-assessment before preparing your review. You may receive some information that will influence what that review looks like.
25Admin/Professional Faculty Appraisal areas Overall summary of the past cycle’s performanceBrief description of work strengths and weaknessesGoals/Developmental plan for next cycle
26Admin/Professional Faculty Performance levels: __Performance generally superior and frequently exceeds expectation__ Performance fully meets standards and makes a positive contribution__ Performance demonstrates room for growth and improvement__ Unsatisfactory performance
27Unsatisfactory Performance If an Admin/Professional Faculty member receives a performance rating of “Unsatisfactory”, it can be grounds for termination of appointment. The supervisor must consult with HR prior to issuing an unsatisfactory rating on an evaluation.
28Essential Factors Leadership Change Orientation Planning Communication Task/Project ManagementDiversity ManagementConflict ManagementPerformance Management of Direct ReportsTeamwork & CooperationPrivacy & Computer Security Mgmt. (Confidentiality)Customer Service
29Pitfalls Halo Effect Horns Effect Personal Bias Santa Claus Effect A person who did good work in the past is not really reviewed, but is assumed to have done well.Compatibility: tendency to rate employees whose personality and manner we like, higher than they deserve.One Asset: person who is a convincing talker, is good-looking, has the right degree, etc., often is overrated.High potential: giving employees credit for what they could do—not for their actual performance.Just like me: after all, if they are just like me, they must deserve a high rating.Poor Pearl: feeling sorry for an employee’s circumstances and giving them “extra credit” for the situationSanta Claus Effect
30Mitigating Circumstances Were there circumstances beyond the employee’s control that made it impossible to achieve their goals?Internal Factors?External Factors?*Have group provide examples.
31Remember:A performance appraisal is a formal discussion between a direct report and a supervisor, for the purpose of discovering how and why the direct report is presently performing on the job, and how the direct report can perform more effectively in the future, so that the direct report, the supervisor, and the university all benefit.
32Before the Meeting Review performance evaluation policy Review employee’s self-assessmentPrepare the evaluationGet approval from ReviewerChoose suitable location for meetingPrepare both positive and constructive feedbackProvide evaluation to the employee for review
33The Performance Appraisal Meeting The evaluation meeting is essential for good two-way communication between manager and employee. The form is a starting point for discussion and feedback.
34During the Meeting Be specific Discuss regular, expected performance Identify accomplishments above and beyond the expectedDemonstrate where mismatch between goals and achievement existsIf you have given feedback during the year, there will not be a lot of surprises. If you haven’t the employee may be surprised or angry at your assessment.
35During the Meeting State the purpose and benefit; check receptivity Get direct report’s viewsPresent your own viewsVent interfering emotions and resolve disagreementsIf you have given feedback during the year, there will not be a lot of surprises. If you haven’t the employee may be surprised or angry at your assessment.
36Finalizing the Evaluation Form Employee signs and can add comments.Signature does not indicate agreement – just that evaluation has been read and discussed.Express appreciation for work well done.Consider setting goals for the coming year.
37What does the Reviewer do? The Reviewer is normally the supervisor’s supervisorReviews & approves evaluations before a supervisor provides the evaluation to employeeConfirms supporting documentationEnsures consistency among supervisorsMakes decision on employee appealsAfter you have completed the form to your satisfaction have it reviewed by the reviewer.The reviewer is important to the process. He/she can see how one employee’s performance stacks up against the productivity of the department. He/she can see if one supervisor is being too lenient or too generous. Again, supporting documentation can be invaluable.
38Reviewer – be on alert for these patterns: Too EasyToo ToughRight Down the MiddleBe sure your supervisors have truly appraised performance fairlyHave they differentiated? Or is everyone great?Too Easy: consistently high ratings for all employees, could be because supervisor is uncomfortable in being critical, or because he/she doesn’t think employees are paid enough, or it is a way to ensure no hassle from work group.Too Tough: consistently low ratings for all employees, could be because supervisor has unrealistically high expectations, or that it will keep people on their toes.Right Down the Middle: consistently rates employees in the middle of the scale, could be because of a lack of knowledge of what employees have accomplished, or to be safe, or because other ratings have to be justified.
39Performance Evaluation Appeals A performance evaluation appeal process exists for bothClassified EmployeesandAdmin/Professional Faculty.From the administrative/professional faculty handbook
40Classified Staff Appeals Employee may appeal to the reviewer for another review of the evaluation in writing within 10 workdays.The reviewer will discuss the appeal with the supervisor and employee, then provide a written response within 5 workdays of receiving the appeal.The reviewer can uphold, revise or rewrite the evaluation, or have the supervisor revise or rewrite it.Employee may also file a grievance about the evaluation if he/she deems it arbitrary or capricious.
41Admin/Professional Faculty Appeals An informal appeal may be made to the reviewer in writing within 10 calendar days of receiving the evaluation. The reviewer has 10 calendar days to review the appeal, meet with the employee and provide a response.The response may be:a) evaluation stands as isb) evaluation is edited based on appeal issues ORc) evaluation is re-written
42And Finally …These interpersonal skills have a significant bearing on performance discussions:Be specific and focus on behaviorBuild and maintain self-esteemSolve problems jointlyListen activelyBe compassionateProbe for understandingPositively reinforce desired behaviorsIf you have given feedback during the year, there will not be a lot of surprises. If you haven’t the employee may be surprised or angry at your assessment.
43Practice Makes Perfect Think of something you may find difficult to talk about with your supervisor, a direct report, or coworker.(tardy, attitude, missed deadline, attendance, etc.)Jot down how you will communicate this in writing.Practice the evaluation conversation with a partner.
44Additional Resources Check out the Employee Relations website: CoachingSupervisor ForumConflict ResolutionPerformance ManagementResources, Helpful Links and more…