1. Performance Appraisal Process November 2011 – Human Resources

2.  Documented performance appraisal  Goal-setting and strategic  Ongoing communication and feedback (both ways)  Action plans for improvement  Employee growth and enhancement of the council The performance management process includes...

3. Formal system of review and evaluation 90-day and annual Identify strengths and weaknesses of performance Identify developmental goals Discussion of career progress Plans for training The performance appraisal process includes...

4. 1.Preparing for the performance appraisal meeting 2.Information gathering 3.Assess performance 4.Obtain approvals 5.Conduct appraisal meeting 6.Submit completed documents to HR for processing 7.Performance renewal (reprioritize goals as needed) Performance Appraisal Process:

5. Do you know your employee’s:  length of service with the organization and/or date of last promotion?  current projects employee is working on?  performance goals from last year? Do you have:  employee’s most recent job description?  previous performance appraisal?  current performance appraisal form and procedural guidelines?  attendance records?  history of employee’s training and/or list of appropriate training available for employee?  examples of employee’s work and performance?  examples of work problems you want to discuss? (if appropriate) Have you:  notified the employee of the interview time and given sufficient notice?  advised employee to complete and bring the self-assessment to the meeting?  reviewed your ratings with your supervisor before the meeting? Preparing for the meeting (check-list):

7. Create proper climate Explain the purpose of the interview Share ratings and explain rationale (use comment section!) Discuss development plans Manager’s summary/recap Discuss self-appraisal Set follow-up meetings (as applicable) – i.e. monthly, quarterly Employee signature and comments Grievance process (if applicable) Conducting the meeting:

8. Manager and employee don’t agree on results Management reluctance No performance documentation Untrained managers Rater distortion “Christmas tree” the ratings Lack of commentary or insufficient feedback Poorly executed appraisals:

9. Communication Coaching Giving feedback Empathy Teamwork Well executed appraisals:

10. Human Resources Manager Upper Management Effective Performance Appraisal process Employee

11. Questions?