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Performance Appraisal Review for Staff 2014

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Presentation on theme: "Performance Appraisal Review for Staff 2014"— Presentation transcript:

1 Performance Appraisal Review for Staff 2014
Facilitated by Susan Oakley Director of Employee Relations Susie Olmos-Soto Associate Director of Organizational Development

2 Who? All Staff Members in Regular Positions
Hired Prior to January 1, 2015 Temporary Staff Optional, But Encouraged

3 What? Annual Performance Review Looks Back January-December 2014
Platform for Discussion of Work Recognize Accomplishments Discuss Ways to Grow Performance or Career Establish SMART Goals for 2015 Accomplished in Three (3) Stages Self Appraisal Manager Evaluation Scheduled Performance Review Meeting

4 Why a Performance Appraisal?
Provides an Opportunity to Talk to Your Supervisor Provides an Opportunity to Measure Your Progress Provides an Opportunity to Discuss Challenges Before You Act on Them Provides Documentation for Merit Raise

5 Common Appraisal Myths
I only need to pay attention to what’s happened in the past three (3) months I can’t tell my boss the truth The merit raise is small so why not receive all good ratings No one ever deserves the highest appraisal rating

6 Not-So-Common Appraisal Truths
Performance Appraisals Encourage Our Best Performers Performance Appraisals Motivate Poor Performers They Substantiate Promotions and Raises They Document Problems They Provide Future Reference

7 What Do Employees Deserve?
Mutual Respect Clear Expectations Ongoing Positive and Constructive Feedback Involvement in Goal Setting Being Treated Equitably and Consistently Sharing of Information and Resources Job/Career Enrichment Opportunities

8 What Do Managers Deserve?
Mutual Respect Punctuality Appropriate Notification of Absences Appropriate Dress for the Workplace Appropriate Behavior and Communication for the Workplace Effective and Efficient Use of Time on Tasks Accurate and Completed Work

9 Before the Appraisal Prepare to Communicate Crucially By:
Mastering Your Stories Describing Gaps Prepare to Motivate Yourself Deciding Who will Do What by When Following-Up

10 First Steps to a Productive Appraisal
Self Appraisal - Conduct your own appraisal prior to meeting with your supervisor and develop next year’s goals Manager Evaluation – It’s a joint effort; however, supervisor has the final say Set a Time and Place Allow Time for Feedback

11 Next Steps… Review Your Documentation (i.e., job description, calendars, notes, projects, goals met/unmet, etc…) Review Your Self Appraisal Make Notes to Discuss During Evaluation Meeting

12 Conduct the Meeting Be Objective, Not Judgmental
Give Specific Examples of Strengths and Areas for Improvement Ask Open-Ended Questions Ex: What areas do you see for improvement? How can that be accomplished? Listen Set Specific Goals and Timelines Develop Action Plans

13 Giving Praise Behavior: What aspects of the employee’s behavior is valuable? Effect: What positive effect does the behavior/performance have? Thank you: Where can you find opportunities to use this expression more?

14 Giving Corrective Feedback
Behavior: State the specific behavior that is unacceptable Effect: Explain why the behavior is not appropriate or unacceptable Expectation: How/When the behavior should change Result: What will happen if the behavior continues/improves

15 Current Rating Scale for Non-Exempt
EE: Exceeds Expectations ME: Meets Expectations NPD: Needs Performance Development DNM: Does Not Meet Expectations

16 EE - Exceeds Expectations
Consistently exceeds the communicated expectations of the job function, responsibility, or goal Demonstrates exceptional understanding of work and the job Identifies unique, innovative and workable solutions to problems Achievements and abilities are obvious to coworkers and customers

17 ME - Meets Expectations
“On track” and fully achieves expectations Independently and competently performs all aspects of the job function, responsibility, or goal Performance consistently meets requirements, standards, or objectives of the job Recognizes, participates in, and adjusts to changing work assignments

18 NPD - Needs Performance Development
Generally meets expectations required for the position Competently performs most aspects of the job function, responsibility or goal May require coaching in a weak area or may need additional resources or training to meet expectations May be new to the position or have new duties/responsibilities

19 DNM - Does Not Meet Expectations
Employee fails to satisfactorily perform most aspects of the job function Performance level is below established requirements for the job Employee requires close guidance and direction to perform routine job duties Performance may impede the work of others in the unit

20 Justifying Ratings Focus on Performance Be Specific Be Consistent
No Surprises

21 Setting SMART Goals this Year
To Align with Vision in Action: Academy of Tomorrow Strategic Plan Results to be Achieved Conditions That Will Exist Time Frame Available Resources/Training

22 What do SMART Goals Look Like?
Well-written goals are the fuel that drives performance.

23 Why are SMART Goals Important to Employees?
Mobilizes Employee Efforts Directs Attention Measures Outcomes Leads to Higher Levels of Performance Helps & Aligns with the Academy of Tomorrow Strategic Plan Affects the Strategies Employees Will Utilize to Accomplish Tasks Adds Value

24 Setting Meaningful TCU SMART Goals
Vision in Action: Academy of Tomorrow SMART Goal Examples Goal 1: Raise TCU’s Academic Profile and Reputation Goal 2: Fine-Tune the Size and Balance of the Student Body Goal 3: Create the Optimal Campus Environment Ex: Complete 24 contact hours of professional development training by November 2015 Ex: Complete 9 hours of college credit hours by December 2015 Ex: Work within department guidelines to increase student retention rates by June 2015 Ex: Identify and correct three workflow processes for effective use of time and workspace by July 2015 Ex: Complete Customer Service training by March 20, 2015

25 Things to Remember To not make hasty judgments
To be aware of nonverbal cues To not be afraid of silence To not interrupt To use “I” statements To say what you mean

26 Appraisal Location and Forms
Click Forms & Publications Website –

27 Appraisal Location and Forms
Click Employee Relations

28 Summary Prepare for the Appraisal Discussion
Evaluate Your Own Performance Stay Positive to Feedback from Your Supervisor Watch Body Language Be Open and Honest Stay Involved in the Discussion Explain Your Goals Setting Mutual Goals Makes for a Productive Year

29 Dates to Remember Performance Appraisals Due in HR No Later than 5:00 p.m. Friday, January 30, 2015 Salary Planning Opens Wed., February 4, 2015 Salary Planning Closes Wed., February 18, 2015

30 Thank you!

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