1. Loyola’s Performance Management Process For Employees
Loyola Human Resources Department
2018

2. What Is Performance Management?
Process of creating a work environment in which people can perform to the best of their abilities
Aligns employee contributions with goals and values of the institution
Ongoing process
Employees should play a major role in their own planning and development

3. Performance Evaluation Purpose
Link employee performance to Loyola’s mission and values
Summarize and evaluate the employee’s overall performance for the past year
Provide feedback
Identify future goals -

4. Benefits of an Evaluation
Motivate Employees
Builds Relationships
Enhances Results
Documents Performance
Set Goals

5. Why Set Goals?
Aligns individual performance to organizational priorities
Efforts and energy are focused on achieving right results
Clarifies how performance will be measured
Builds trust and collaboration
Improves performance

6. How to Set Goals Supervisor and Employee: Identify 3-5 goals/standards
Prioritize each goal
Discuss activities and expected results
Identify and schedule required resources
Use SMART model to write goals

7. SMART Goals: S - specific M - measurable A - achievable R - realistic
T - time-bound

8. The Process 1. The Employee completes the self evaluation
2. The Supervisor prepares an evaluation
3. The second level Supervisor approves the evaluation
4. The Supervisor meets with the Employee and discusses the evaluation, & adds final comments
5. The Employee adds comments and signs-off. The Supervisor signs-off.
The employee will provide input on their accomplishments to the supervisor. The supervisor’s assessment of outcomes must be included in addition to the employee’s self-review. If you agree with your employee’s comments, provide some more specific examples.

9. Why Self Evaluation?
Enables you to position yourself with your supervisor in the most positive light
Reminds your supervisor of your accomplishments
You know what’s involved to do your job on a day-to-day basis – accomplishing goals may not be as easy as it looks to your supervisor
Opportunity to request development to further your advancement
Supervisors are expected to consider your input

10. Completing Your Review
Be honest about your accomplishments – and also be honest about how you can improve.
Be specific, clear and succinct. Provide examples and documentation to back up what you say.
Include statements and examples for scores above or below the expectations
Consider what you want to learn next
In Employee Comments address:
Include what you feel are significant contributions (support your statements)
Barriers – identify barriers outside your control. Are there things your supervisor could do to remove the barrier?
Professional development/action plan: Ask for relevant professional development. Propose realistic goals from your perspective. Do you have any suggestions or modifications to goals, job duties, processes? Propose a specific action plan (with timeframes and resources). In general, what assistance do you need?
Think about you’ve done and where you want to go next

11. Time Period Covered
Your review should cover any achievements from April 1st through March 2018

12. When to complete your review:
Portal opens Monday February 12, 2018
Portal closes February 26, 2018

13. Rating Scale 1 to 5
1 - NEEDS IMPROVEMENT: Consistently falls short of performance standards.
2 - BELOW EXPECTATIONS: Sometimes meets the performance standards. Seldom exceeds and often falls short of desired results.
3 - MEETS EXPECTATIONS : Meets all relevant performance standards. Occasionally exceeds desired results or objectives in one or more areas.
4 - EXCEEDS EXPECTATIONS: Consistently meets and often exceeds all relevant performance standards. Shows initiative and versatility, works collaboratively, has strong technical & interpersonal skills.
5 - EXCEPTIONAL: Consistently exceeds all relevant performance standards. Provides leadership, fosters teamwork, is highly productive, innovative, responsive and generates top quality work.

14. Accessing Halogen – Loyola’s Performance Management Computer System
Inside Loyola Homepage

15. Log in:
Inside Loyola Homepage
Quick Links
Performance Management

16. Your Homepage:
Click tasks – complete self-appraisal

17. Complete Your Self-Evaluation:
Form navigator
Reminder of dates covered
Procedures – employees start the process

18. Complete Your Self-Evaluation Continued:
Note rating scale
Click bubbles to fill in
Option to add comments
Hit “Complete” in top left
******once you hit complete, the spell check with automatically review your evaluation*******

19. Some Evaluation Forms Might Appear In This Format:
****SOME REVIEW FORMS MAY APPEAR IN THIS FORM*****

20. Finalizing Your Self-Evaluation:
This will pop up, to alert the user that once they hit “OK” the employee will not be able to make any changes

21. Finalizing Your Self-Evaluation:
Check that the screen says completed with green check mark!

22. Next Steps Your Supervisor reviews the evaluation
Meet with your Supervisor to review and discuss the evaluation – by April 20th, 2018
Sign off on your evaluation after you meet with your Supervisor to finalize the process
Go back into Halogen from your Inside Loyola Homepage

23. Meeting with Your Supervisor
Be sure to limit interruptions and silence cell phones
Do not discuss other employee’s performance, this is about you!
Listen to your supervisor
Accept constructive feedback

24. Meeting with Your Supervisor
Invite discussion - share your core points
Jointly determine an action plan to reach your goals
Summarize core points
It is your Supervisor’s job to give you honest feedback on your job performance!

25. Signing Off on the Evaluation:
Once the employee has signed off on the review the process is completed
This step is completed after the employee meets with their supervisor

26. Signing Off on the Evaluation:
Space to add comments after the meeting with your supervisor

27. Questions?