1. A Joint Labor/Management Effort Spring 2015

2. Lori Chapman Labor Relations Associate Office of Faculty & Staff Labor Relations Elizabeth Sullivan Executive Director UConn Professional Employees Assoc. Labor/Management Co-Trainers

3. Acquire/Renew Understanding of: 1.Evaluation Process, Principles & Procedures 2.Evaluation Form & Manual 3.Merit Distribution Process Goals for Today’s Training

4. Improve/Facilitate Formal Communication Performance – Positive & Constructive Expectations Training and Development Opportunities Goals UCPEA Performance Evaluations: Principles

5. Evaluation Timeline (May 1 – April 30) March 1:LR will issue notice to employees that they may be required to provide an Annual Report of Activity & Achievement (Daily Digest) April 15:Deadline for employees to submit Annual Report of Activity & Achievement May 1:Deadline for evaluation interview May 15:Deadline for evaluations to be received by LR UCPEA Performance Evaluations: Timeline

6. UCPEA Performance Evaluations: Materials Preparing the Evaluation: Materials & Resources  Merit & Performance Evaluation Manual  Annual Report of Activity and Achievement  Performance Evaluation Form

7.  Merit & Performance Evaluation Manual Merit & Performance Evaluation Manual Available online @ Labor Relations webpage http://www.lr.uconn.edu Document created by Labor and Management Aimed at guiding supervisors and employees through the evaluation process

8.  Annual Report of Activity and Achievement Annual Report of Activity and Achievement Description of what the employee has achieved during the year Not a large complex document As supervisor, you should discuss with your employees what format works best for you

9.  Annual Report of Activity and Achievement Annual Report of Activity and Achievement Must give employees at least two weeks to complete; deadline is April 15 Request can be made verbally, via email, or in writing Reports can also be used to describe those achievements that they feel should make them eligible for university merit Employees can submit this report for consideration without being asked

10.  Guidelines No Self Evaluations No mention of FMLA No mention of Worker’s Comp. No mention of other names (co-workers, etc) No anonymous information Only one box per category should be checked off

11.  Performance Evaluation Form PART I.  Cover Sheet  ID  Evaluation Type  Overall Rating  Certification

12. Preparing the Performance Evaluation PART II.  Performance Criteria  9 Rating Categories 1.Knowledge 2.Dependability 3.Communication 4.Interpersonal 5.Independent Action 6.Professional Development 7.Leadership 8.Supervisory Skills 9.Teamwork

13. Performance Evaluation Ratings  Outstanding  Very Good  Good  In Needs of Improvement  Unsatisfactory Preparing the Performance Evaluation

14. OUTSTANDING Far exceeds requirements and standards of regular duties High initiative High quality of work Preparing the Performance Evaluation

15. VERY GOOD Exceeds requirements and standards of regular job duties Employee regularly exceeds all position requirements Preparing the Performance Evaluation

16. GOOD Meets the regular requirements of the position adequately and competently *If performance is considered marginal, it should not be given a rating of good. Preparing the Performance Evaluation

17. IN NEED OF IMPROVEMENT: Performance is marginal Deficiencies should be clearly identified Plans and a timeline should be outlined for correcting areas of sub standard performance Employees in this category should be cautioned about the consequences of continued sub standard performance Preparing the Performance Evaluation

18. UNSATISFACTORY: Performance does not meet the requirements of the position Deficiencies should be clearly identified Plans and a timeline should be outlined for correcting areas of sub standard performance Supervisor should schedule a follow-up meeting within three months to review the employee’s progress Preparing the Performance Evaluation

19. IN NEED OF IMPROVEMENT & UNSATISFACTORY Staff receiving an overall unsatisfactory rating do not receive salary increases and can be disciplined Staff receiving an INI and/or UNSAT should be counseled regarding their performance throughout the entire evaluation period Supervisors must contact Labor Relations before meeting with employees whose evaluations result in an overall unsatisfactory rating Staff receiving an overall unsatisfactory rating may grieve their evaluation Preparing the Performance Evaluation

20. Part III.  Performance Narrative  Areas of strength  Areas for development  Areas for improvements

21. Preparing the Performance Evaluation Part IV.  Clear Statement of Goals  Mutually Established  Achievable  Deadlines/Timelines

22. UCPEA Performance Evaluations: Process Evaluation Interview: Normally occurs between April 15 and May 1 Employee shall normally sign within seven calendar days from receipt for the purpose of indicating he/she has read the evaluation Supervisor may make adjustments to the evaluation following input from the employee at the evaluation interview Employees may write a rebuttal or response to the evaluation

23. UCPEA Performance Evaluations: Process Evaluation Interview Structure the interview Allow plenty of time for the interview Explain the reason behind your ratings Involve the employee in the goal setting process Actively listen to the employee’s feedback Pursue new information or suggestions the employee offers

24. UCPEA Performance Evaluations: Process Probationary Employees & Evaluations Probationary employees receive an evaluation 6 months into their probationary period and again at the end of their probationary period Probationary employee evaluations should be sent to Labor Relations An evaluation should be completed for all employees by May 1 of each year, including employees who may have just completed their working test period

25. UCPEA Performance Evaluations: Process Evaluation Routing Procedure Copy of completed evaluation cover sheets are to be received by the Department’s Data Entry Representative no later than May 15. If you don’t know who your data entry representative is – please contact Labor Relations. The full original evaluation will be sent to Labor Relations once all signatures are obtained.

26. UCPEA Merit: Performance vs. University Merit There are TWO types of Merit: 1.Performance Merit - tied to performance evaluation. In 2015, all employees who receive overall good, very good or outstanding ratings on their annual performance evaluation will receive performance merit. 2. University Merit - tied to the achievement of objectives that meet at least one of the three merit criteria. There are no minimum or maximum amounts for university merit. The decision of the size of each university merit award is in the hands of the appropriate Vice President or Provost.

27. UCPEA Merit: Probationary Employees Probationary Employees & Merit Employees who serve LESS THAN 6 MONTHS in probationary status during the evaluation period are eligible for a pro rata amount of merit Employees who receive a pro rata amount of performance merit may be recommended for university merit Employees must have completed their working test period on or before October 31 to be eligible for a pro rated amount of performance merit

28. UCPEA Merit: Probationary Employees Probationary Employees & Performance Merit Employees who serve less than 3 months in probationary status during the evaluation cycle, are eligible for ¾ (9 months) of the performance merit for their overall rating Employees who serve more than 3 months but less than 6 months in probationary status during the evaluation cycle, are eligible for ½ (6 months) of the performance merit for their overall rating

29. UCPEA Merit: University Merit University Merit The process for university merit pay is separate from the performance evaluation process and is only awarded if - in the judgment of the Vice President or Vice Provost* the employee has met the outlined university merit criteria. Employee should be notified on their performance evaluation whether or not they are being recommended for university merit. *supervisors may make recommendations, but do not make the final decision

30. UCPEA Merit: University Merit Criteria University Merit Criteria 1.Significantly advanced the achievement of either the University, division, or department objectives; 2. Significantly improved operational efficiencies; or 3.Contributed in a unique and meaningful way to the advancement of the profession (Article 32.2e)

31. UCPEA Merit: University Merit University Merit Deadline and Routing Procedure Final recommendations for consideration must be submitted by JUNE 1 to the division’s Vice President or Vice Provost.

32. UCPEA Evaluations & Merit: End Dates UCPEA Evaluations & Merit for End Date Employees Evaluations procedures are the same for End Date employees as they are for permanent employees End Date employees are only eligible for merit if they have been a member of the bargaining unit for the entire evaluation cycle (May 1 – April 30)

33. UCPEA Salary Increases: Overview IncreaseEligibilityAdded ToEffective 3.25% of annual base salary* Member of BU as of 1/1/15; did not receive overall UNSATISFACTORY Base Salary7/1/15.25% of salary account divided by # of UCPEA members as of 1/1/15 Member of BU as of 1/1/15 Base Salary7/1/15 1.5% of gross salary account as of 1/1/2015..25% is used towards University Merit and 1.25% is used towards Performance Merit Member of BU as of 1/1/15; performed satisfactorily Based on Merit Increments: Overall GOOD = 1 merit increment Overall VERY GOOD = 2 merit increments Overall OUTSTANDING = 3 merit increments Base Salary7/1/15