2.  Consistent cross-campus process  Clarify expectations  Provide feedback on job performance ◦ Address shortfalls ◦ Reinforce positive behaviors  Create goals for the coming year  Continual improvement  Hope to use scores to implement a merit component for salary increases

4.  Used reporting from last year’s appraisals that were completed on time  Overall average was 71% of available points ◦ Exceeds Category 44.1% (149) ◦ Achieves:49.7% (168) ◦ Nearly Achieves5.0% (17) ◦ Needs Improvement1.2%(4)  You can view your average score on handout sorted by ID number

6. 1. Briefly describe your accomplishments and/or progress towards previously set goals over the past review period. 2. Identify areas where you would like to improve your performance 3. Is there anything your Manager, Supervisor, or the College could do to help you improve your performance (Some items might be additional training, improved communication, information sharing, etc. 4. List any other subjects you would like to address during your performance review. This is a management tool that you can use at your discretion and incorporate as you see fit.

7.  Optional. Use when you believe it would be beneficial.  Designed to help shape expectations for using campus technology  Could assist with goal setting, action planning, etc.  Electronic version only. Can be printed and retained for your working file.  ITS available to create classes or assist with Lynda.com or other e-learning options.

8.  Reliability : The employee comes to work on time and attendance is regular and without excessive absenteeism. Manages time effectively and maximizes productivity. Completes assignments without prompting and meets established deadlines. Adapts to the changing needs of the work assignment. ◦ Attendance ◦ Punctuality ◦ Schedules time off in advance ◦ Productivity while at work ◦ Completes assigned tasks on time ◦ Makes the most of work time ◦ Willing to do a variety of tasks as needed. ◦ Open to changes in procedures of processes

9.  (Supervisors should refer to the job description.) Understands and performs the duties of the position and how they relate to the overall functions, goals and mission of the department and the College. Understands and follows College policies, procedures and safety guidelines. Is proficient in all job tasks and seeks out ways to improve skills and efficiency. ◦ Is capable of performing the job function consistently ◦ Is actively performing all duties in job description ◦ Follows department & college rules & guidelines ◦ Performs job in a safe manner ◦ Looks for ways to become more efficient ◦ Is interested and active in improving skills ◦ Supports and participates in college and department goals and initiatives.

10.  Displays a professional positive attitude even during times of high workload or stress. Maintains a professional appearance to represent the Augustana brand and displays a willingness to take on additional projects or work additional hours as needed or necessary. Promotes the mission and goals of the department and College. ◦ Appearance/Dress Code ◦ Attitude – with internal and external customers ◦ Willingness to take on additional work when asked ◦ Overtime work as needed ◦ Attitude about the college and department ◦ Unprofessional behaviors

11.  Is committed to excellence in work products and seeks continual improvement. Performance reflects attention to detail and accuracy to produce high quality results. Demonstrates resourcefulness, problem-solving and decision-making skills. Uses technology appropriate to position and ensures skills are updated. ◦ Detail orientation ◦ Accuracy/Errors ◦ Strives for improvement/excellent outcomes ◦ Technology adaptation ◦ Problem solving vs. waiting for others to develop solution ◦ Appropriate share of department workload ◦ Proactive attitude about updated technology

12.  Should provide some details on “what” and cover the basics of the job.  No job description? HR can provide the template and get this underway.  Job Description needs revision? We can provide the most current copy for you to review.  Not a “stopper” for this process. Job description is a broad brush stroke of the position – not something that should limit changes to day-to- day duties.

13.  Works collaboratively and cooperatively with co- workers, students, and others within the workplace setting. Interacts with others in a supportive, respectful manner. Acknowledges and respects individual and cultural differences. For those who supervise students, models appropriate workplace expectations and keeps student workers productive and engaged and accountable for work outcomes. ◦ Openness to differences ◦ Team orientation vs. turf attitude ◦ Adds to culture of mutual respect ◦ Customer service orientation ◦ Student supervision – effective use of time, creates learning outcomes, high expectations for productivity.

14.  Is open to change and new approaches and accepts coaching and constructive feedback. Learns from mistakes and accepts responsibilities. Expands job knowledge and skills through training and development. Is aware of professional strengths and weaknesses and strives for continual improvement ◦ Attitudes toward change ◦ Constructive criticism from supervisor or others vs. defensiveness ◦ Pursues training and development of skills ◦ Self-awareness of strengths and weaknesses ◦ Continual improvement vs. status quo

15.  Models the high expectations of the college for employee behavior and creates a work environment of mutual respect. Provides feedback on work performance on an informal basis and completes appraisals and check-in meetings on time. Creates and maintains a work environment of open communication, mutual respect, and dedication to the overall goals of the College. ◦ Addresses performance issues ◦ Work culture that supports mission of the college ◦ Communication: up, down and across the organization ◦ Uses employees time efficiently to achieve department/college goals ◦ Models what college expects from all employees

16.  Exceeds: Consistently meets and often exceeds expectations in this area. Think A+  Achieves: Consistently and effectively demonstrates this behavior. Think A/B  Nearly Achieves: Attempts, but does not completely meet expectations. Think C  Area for Growth: Behavior is not acceptable and growth is needed. Think D/F

17.  Expect comments to support ratings in each category ◦ Self-Appraisal ◦ Working File ◦ Goals/Work Priorities ◦ Input from others as appropriate  More specific comments have more power to change behavior

18. Good  Work volume & accuracy still needs to improve Better  You achieved 85% of the goal for work volume & accuracy. During the next 90 days this needs to become a consistent practice. Please keep a work log of each week’s efforts. Schedule a time with me in 90 days to review the results of the log.

19. Good  Need to improve interaction with your co-workers. Better  As previously discussed, you must find a way to balance your personal work activities with those of the team. Additional examples of abrasive behavior and angry outbursts to co- workers is unacceptable.

20. Good  I appreciate your hard work and dedication. Better  You continue to be a role model of professionalism for our team. One example is when you helped Jayne with a difficult student. You did a great job diffusing the situation and showed Jayne how to handle these types of issues in the future. I appreciate your willingness to help without being asked & these types of efforts continue to build all of our skills.

21.  Section A: ◦ List goals set during last year’s appraisal process. Note progress on completion.  Section B: ◦ Set goals for the coming year (specify timetable that makes sense for your area.)  Specific  Measureable  Aligned  Realistic  Time Bound

22.  This will be calculated based on your previous choices  Can use the “back” button to change scores if you feel this is not accurate  ExpectationIndustry Norms ◦ Exceeds Expectations10-15% (44%) ◦ Achieves Expectations40-50% (49%) ◦ Nearly Achieves25-30% (5%) ◦ Needs Improvement10-15% (1%)

26.  Remember this is a legal document  Should be a fair and accurate representation of the entire appraisal period.  Will be reviewed before any employment action can be taken.  Once the appraisal window closes, can not be altered or removed from the system.  Employee signature signifies the meeting occurred, not agreement with the document.

27.  Overall leniency  Not using the on-line form  Problematic language ◦ For a “young manager” prefer “less experienced” or “newer” ◦ Despite your FMLA leave….  Rating and comments don’t match  Lack of specific examples  No overall comments: express thanks, encouragement for the future, summary.  Not completed on-time

28. Off Limit Topics ◦ Age ◦ Race ◦ Gender ◦ marital status ◦ personal issues ◦ Workers Compensation leave ◦ FMLA leave When in doubt, call the HR Team

29. 1. Be objective - judge the job, not the individual. 2. Evaluate the performance on the goals and standards set. 3. Be honest – but balance for feelings. 4. Fight our overall tendency for leniency 5. Rely on documentation. 6. Use the HR Team to help with sticky situations

30. 1. New employees? Prior to December 1, assume you will use this tool 2. Employees new to my area? 3. No job description? 4. Last year’s appraisal document? 5. Retiring at the end of the year? 6. Review by my boss? 7. Merit component details? 8. How do I print the document?

31.  Log into the system and notify HR of any mis-assigned or missing employees  Create a plan of attack to meet the March 15 deadline  Encourage employees to complete the self- appraisal.  Remember to plan time for HR review  Gather input from others as needed.  Call HR for assistance