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Performance Management Training
SHRA and EHRA Employee Annual Performance Appraisal Program
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Objectives Identify components of performance management program
Describe the difference between individual and institutional goals Be able to calculate final overall ratings Understand performance categories (EHRA only)
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SHRA Evaluation Forms
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Performance Appraisal
Requirements Must have worked for at least 6 months Must be employed as of March 31 Rating scale (Not Meeting, Meeting, or Exceeding Expectations) Final Overall Rating (weighted scoring) Overall comments section Management Calibration Sessions Apply ratings consistently for institutional goals Apply ratings consistently for individual goals
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Performance Cycle Performance Cycle Annual Appraisal
April 1 to March 31 Annual Appraisal Due April 1 (April-March to complete) Performance Plan (Work Plan) Due May 30 (April-May to complete)
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Performance Plan Defines how well the employee needs to perform job duties on the position description in order to meet performance expectations. Institutional Goals Expertise Accountability Customer-Oriented Team-Oriented Compliance & Ethics Supervision (for supervisors only) Institutional Goals are set by UNC General Administration. These goals address a wide range of performance expectations found in all aspects of employee work product as well as standard expectations for employee behavior and conduct.
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Performance Plan Individual Goals
Three to five goals each year Applied to employees, work units and/or divisions May be unique to current performance cycle Defined by supervisor. These goals may be specific to an individual employee or may be shared across employees in the work unit or broader organization. Goals may be based on recurring job duties or may be assignments unique to the current performance cycle.
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Individual Goals… may be critical-function goals that highlight some of the most critical work needs in the employee’s position. These are usually compliance related (for example, annual research or budget reports) may be project-oriented goals that may be regular or one-time work that is particularly significant during this performance cycle to meet specific business needs (for example, implementing new software, completing a phase of a research project, reaching a fundraising goal, etc.) Most individual goals should be forward-focused or stretch goals. This means that they should align with both the work unit’s and the University’s strategic goals and mission, if possible. (For example, if the Chancellor sets an initiative for increased policy compliance on the campus, then supervisors might develop individual goals toward increasing policy knowledge and awareness in the work unit or goals to ensure that the work unit is in compliance, such as revising procedure guides or audits of files. If the individual goal is accomplished, then it should help the organization move forward in some way to make things more understandable, more efficient, less hectic, etc. to improve the work environment for employees, supervisors, and customers.)
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Performance Plan Weighting Goals Management Calibration Sessions
Institutional Goals: 50% of final overall rating Individual Goals: 50% of final overall rating All goals must be at least 5% of final overall rating Management Calibration Sessions Set consistent expectations for institutional goals Set individual goals for work units for similar positions
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Performance Plan Development Goals Job-Related Career-Related
Service-Related Defined by supervisor and employee The University recommends that each employee have at least one development goal each performance cycle. Supervisors are expected to set development goals to address performance deficiencies for employees who received any rating of Not Meeting Expectations on their performance appraisal.
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Performance Plan Performance Planning Review Session
Review position description and institutional goals Review individual goals and development goals Provide additional resources to clarify expectations Provide employee opportunity for comment, discussion, and response
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Off-Cycle Reviews Interim
Required for identified performance deficiencies Probationary Required quarterly Transfer Required at employee/supervisor change Employee Request One additional review during cycle Management Choice Whenever appropriate
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Performance Monitoring
Coaching and Feedback Supervisors and employees interact for feedback and additional clarification on expectations throughout cycle Supervisor may provide Memos of Understanding (MOUs) or Clarification of Expectation Memos (CEMs)
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Scoring Institutional Goal and Individual Goal Scores
3 = Exceeding Expectations 2 = Meeting Expectations 1 = Not Meeting Expectations Final Overall Rating 2.70 to 3.00 = Exceeding Expectations* 1.70 to 2.69 = Meeting Expectations 1.00 to 1.69 = Not Meeting Expectations *If received disciplinary action and/or received any rating of “Not Meeting,” then Final Overall Rating cannot be higher than “Meeting.”
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Scoring EXAMPLE Overall Score: = 2.50 Meeting Expectations
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Performance Appraisal
Performance Appraisal Review Session Review accomplishments and address any deficiencies Review ratings for each goal and final overall rating Review progress on development goals Provide employee opportunity for comment, discussion, and response
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Access to Records Employee Hiring Supervisors
Can receive performance plan, off-cycle reviews, and annual appraisal documents upon request Hiring Supervisors Can review performance management documents of current or former employees who are final candidates Managers/Peer Supervisors Can review documents for calibration purposes Management may share performance plans internally
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Employee Comments Options Deadline Related Issues
Written response to performance plan or appraisal Other documented responses during cycle Deadline Recommended: Within two weeks of receiving performance plan or appraisal Related Issues Comments are separate from signature process Comments are not considered a grievance filing
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Appeal Rights University SHRA Employee Grievance Policy Process
Final overall rating of “Not Meeting Expectations” on annual performance appraisal Must file grievance within 15 calendar days of performance review session Process Informal discussion with supervisor/employee Step 1: Mediation Step 2: Hearing Panel/Officer Final University Decision (no further appeal)
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Questions
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Ehra Evaluation Forms
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Performance Appraisal
Requirements Must have worked for at least 6 months Must be employed as of March 31 Rating scale (Not Meeting, Meeting, or Exceeding Expectations) Final Overall Rating Overall comments section
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Performance Plan – all employees
Individual Performance Categories Communication Skills Collaboration and teamwork Subject matter expertise Organization and task management Quality Service Individual Performance Categories for supervisors Supervision Leadership
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Performance Cycle Performance Cycle Performance Plan (Work Plan)
April 1 to March 31 Performance Plan (Work Plan) Due May 30 (April-May to complete) Annual Appraisal Due April 1 (April-March to complete)
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Scoring Individual Category Scores Final Overall Rating
Exceeding Expectations Meeting Expectations Not Meeting Expectations Final Overall Rating Exceeding Expectations* *If received disciplinary action and/or received any rating of “Not Meeting,” then Final Overall Rating cannot be higher than “Meeting.”
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Performance Appraisal
Performance Improvement Plan Review and address any deficiencies List specific improvement plan Review resources and progress on development goals Provide employee with target completion date
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Access to Records Employee Hiring Supervisors
Can receive performance plan, off-cycle reviews, and annual appraisal documents upon request Hiring Supervisors Can review performance management documents of current or former employees who are final candidates Managers/Peer Supervisors Can review documents for calibration purposes Management may share performance plans internally
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Employee Comments Options Deadline Related Issues
Written response to performance plan or appraisal Other documented responses during cycle Deadline Recommended: Within two weeks of receiving performance plan or appraisal Related Issues Comments are separate from signature process Comments are not considered a grievance filing
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Questions
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