Presentation on theme: "Mid Year Performance Review Process. Objectives Review of completed tasks Overview of Performance Management Process Planning Tools – Expected Job Results."— Presentation transcript:
Mid Year Performance Review Process
Objectives Review of completed tasks Overview of Performance Management Process Planning Tools – Expected Job Results 2012 – Behavior Template Mid Year Performance Review Process – 360 Feedback – Review of Midyear Expectations Accessing the Tool Review & Key Dates
What should have been completed already? Complete SAP Performance Management Training Validate direct report list is accurate – If not please contact Meloney Williams and Bernard Rice by – Include name, DUID and who the employee reports to EJR’s entered into SAP EJR’s cascaded to specific employees from catalogue Dates and times scheduled for employee meetings and distribute self assessment tool Ask employee for at least 3 names for 360 Feedback
Performance Management Process July-September 2011 July –September 2012 September – October 2012 Evaluate performance results and behaviors for FY10; Performance planning for FY11 Evaluate performance results and behaviors for FY11; Performance Planning for FY13 Reward paid for FY12 PLANNINGCOACHING/ FEEDBACK EVALUATION/ DEVELOPMENT REWARD Mid Year Reviews - Interim meeting with supervisor to review progress toward FY12 goals
Purpose of Mid Year Reviews – An assessment of performance during the middle of an appraisal period. – Provides staff with ongoing feedback on strengthening performance. – Evaluate progress toward established goals, outcomes, and behaviors – Identify opportunities for increased skill building or improvement of current skills. – Provide the opportunity for peers, colleagues, coworkers to give job related and behavioral feedback – Focus of the peer review and upward appraisal is developmental – Supports the creation of the annual development plan
Planning Tools Employee Instructions SAP Performance Management EJR (Goals for FY12) Behavioral Template Department or CSU Balanced Scorecard Professional Development Plan/Performance Improvement Plan 360 Feedback /Self Assessment Include any other comments or compliments received outside of the 360 process
Mid Year Performance Review Process
Scheduling the Mid Year Reviews 1 Schedule time on your calendar. 2 Notify staff of available dates and times 3 Explain the purpose of the mid-year review and the 360 peer review processes
Employee Instructions Explain the mid year process The employee is to provide at least 3 names Have the employee complete the self assessment – Combination of accomplishments of department/unit goals – Accomplishments around “How I Have Lived the Values and Behaviors” – Return the self assessment by specified date Engage in a face-to-face conversation with Supervisor Provide signature acknowledging review
360 Peer Review Process 4 The manager and the employee will identify at least three persons to participate in the peer review process 5 If you have a Survey Monkey account, distribute the 360 feedback form electronically. If you do not have a Survey Monkey account, you may distribute the 360 feedback form manually utilizing a Microsoft Word document found at 6 Download in Excel, consolidate feedback and save on your computer and add as an attachment to Mid Year review in SAP Performance Management Tool.
Preparing for the Employee Meeting 7 Review the employee’s progress toward performance and behavioral expectations. 8 Incorporate other manager observation and documentation. 9 Balance feedback including successes and opportunities for improvement.
Suggestions for Giving Feedback Start with something positive and reinforce good performance Focus on how to improve rather than on past mistakes Support your comments with facts – observable performance not inferences or assumptions Use “we” to stress teamwork Be candid, honest and fair – not confrontational Ask questions LISTEN Receive feedback graciously
3 Types of Development Plans 1.Development to close performance gaps - Identify Development Plans for any performance objective or key competency which is assessed in the “NI” performance level 2.Development to enhance job skills and performance - Provide opportunities for a staff member to enhance job-related skills and performance 3.Development for career advancement or career exploration - Enhance the ability of staff members to be promoted or provide opportunities for career exploration through cross training or mentoring activities
Documenting into the SAP Performance Management Tool 10 Document employees progress towards FY12 goals 11 Complete Compliance Requirements Complete DUHS Values and Behaviors Assessment 12 Complete EJR evaluation Provide professional development in the Professional Development Plan tab
Finalizing the Mid Year Review 13 Print 360 Feedback Survey, EJR’s and Values and Behaviors in preparation for the meeting with employee 14 Go back into the SAP Performance Management tool and click on Approve Mid Year Review 15 Print signature sheet and have employee sign and place a copy in the employee file.
Accessing the SAP Performance Management Tool & Key Dates
SAP Process Management & Tutorial Go to hr.duke.edu Click on Log in and log into i-forms
Click on MyInfo once you have signed in.
Click on MyTeam
Click here to enter mid year review process Click here for SAP Performance Management tutorials
Key Dates SAP Training Dates January 19 th 8: :30 January 19 th 3:00 - 5:00 February 7 th 2:30 - 4:30 June 26 th 8: :30 June 26 th 2:30 - 4:30 March 30th, 2012 – Deadline for Mid Year Review July – August 2012 – P & P Annual Reviews October 1 st 2012 – Effective Date for PPS increases for FY 2012