1. Annual Self Assessment Workshop for Employees
[WELCOME PARTICIPANTS; INTRODUCTIONS.]
THIS WORKSHOP IS DESIGNED TO HELP YOU UNDERSTAND THE LABORATORY’S PERFORMANCE AND CAREER MANAGEMENT PROCESS – PMP FOR SHORT. THIS PROCESS IS USED FOR ALL NON-REPRESENTED EMPLOYEES.
Annual Self Assessment
Workshop for Employees
OCFO 2012
4/11/12

2. What This Session Will Cover
Overview of PMP
Annual Performance Review
Process
Annual Self Assessment Form
Career Development Plan Form
Your Next Steps
HERE’S WHAT THIS SESSION WILL COVER.
FIRST, I’LL PROVIDE AN OVERVIEW OF PMP.
THEN, I’LL COVER THE OVERALL ANNUAL PERFORMANCE REVIEW PROCESS AND THE VARIOUS FORMS INCLUDED.
THEN, I’LL FOCUS ON THE FORM THAT EMPLOYEES NEED TO COMPLETE: THE SELF ASSESSMENT FORM, WITH EXAMPLES FOR SCIENTISTS AND NON-SCIENTISTS. I’LL ALSO DISCUSS THE OPTIONAL CAREER DEVELOPMENT PLAN FORM THAT YOU MAY WANT TO COMPLETE DEPENDING ON YOUR SITUATION.
FINALLY, I’LL TALK ABOUT YOUR NEXT STEPS.
4/11/12

3. Performance and Career Management Process Objective
To help foster performance
that leads to discovery, innovation, efficiencies and results
LET’S TURN TO THE OVERVIEW OF PMP.
IT’S IMPORTANT TO UNDERSTAND THAT THE OBJECTIVE OF PMP IS TO HELP FOSTER PERFORMANCE THAT LEADS TO DISCOVERY, INNOVATION, EFFICIENCIES AND RESULTS.
4/11/12

4. Need useful, open, and honest discussions
Focus on Relationship
Need useful, open, and honest discussions
between supervisors and employees
AT THE CORE OF PERFORMANCE MANAGEMENT, THERE SHOULD BE USEFUL, OPEN AND HONEST CONVERSATIONS BETWEEN SUPERVISORS AND EMPLOYEES TO CLARIFY WORK EXPECTATIONS AND DISCUSS PERFORMANCE AND CAREER DEVELOPMENT. PMP WAS DESIGNED TO EMPHASIZE THOSE CONVERSATIONS.
THESE DISCUSSIONS ARE A SHARED RESPONSIBILITY. IT TAKES BOTH YOU AND YOUR SUPERVISOR TO MAKE THEM MEANINGFUL.
4/11/12

5. PMP Required/Core Elements
Performance expectations and goals that align with Lab/Division/group goals
Employee Self Assessment
Annual Performance Review – written and conversation
100% completion rate of Annual Performance Reviews
Discretionary Elements
Division
Two versions of Annual Review Form to choose from:
5-level performance rating scale or
No rating with Needs Improvement box
Division and/or position competencies
Supervisor
Employee peer and/or subordinate feedback
Career development conversation
Employee
PMP INCLUDES THE FOLLOWING REQUIRED, CORE ELEMENTS: [REVIEW ELEMENTS.]
THE PROCESS WAS ALSO DESIGNED WITH THE FOLLOWING DISCRETIONARY ELEMENTS SINCE OUR DIVISIONS HAVE A VARIETY OF SUCCESSFUL WAYS TO REVIEW PERFORMANCE:
EACH DIVISION DECIDES WHETHER TO USE A RATING SCALE IN EVALUATING EMPLOYEES, AND WHETHER TO EVALUATE EMPLOYEES BASED ON COMPETENCIES, WHICH ARE SKILLS, ABILITIES AND OTHER CHARACTERISTICS THAT CONTRIBUTE TO SUCCESSFUL PERFORMANCE. [EXPLAIN WHAT YOUR DIVISION IS DOING.]
EACH SUPERVISOR HAS THE OPTION OF OBTAINING FEEDBACK ABOUT EMPLOYEES FROM THEIR PEERS AND/OR SUBORDINATES. PMP INCLUDES A PEER REVIEW FORM FOR THAT PURPOSE. EACH SUPERVISOR ALSO HAS THE OPTION OF CONDUCTING A CAREER DEVELOPMENT CONVERSATION WITH EMPLOYEES, AND PMP INCLUDES A CAREER DEVELOPMENT PLANNING FORM FOR THAT PURPOSE.
EACH EMPLOYEE HAS THE OPTION OF INITIATING A CAREER DEVELOPMENT CONVERSATION WITH THE SUPERVISOR IF DESIRED, AND TO COMPLETE THE CAREER DEVELOPMENT PLANNING FORM
4/11/12

6. Performance and Career Management - Process and Timing
LBNL MISSION
Laboratory/Division/Group Goals
Employee Performance and Job Development Goals
Employee Career Development Goals
Supervisor & Employee
Feedback on Division/group goals and employee performance
Update on employee development progress Ongoing
Employee
Goals & Objectives Alignment
Complete Annual Self Assessment
Complete/update Career Development Plan (Optional) May/June
Supervisor
Complete Employee’s Annual Performance Review June/July
NOW LET’S REVIEW THE PMP PROCESS AND TIMING. [REVIEW FLOW CHART.]
Supervisor & Employee
Annual Conversation
- Evaluate employee performance and development
- Develop performance goals for new year
- Optional: employee career development
(or employee initiate with mentor or peer) August/Sept.
4/11/12

7. Performance and Career Management Process- Review and Approval Process
Division Management
June/July
- Compare peer groups*
- Approve reviews
* Division discretion on performance considerations
S&E
Non-S&E
- Publications
- Research talks
Funding
Managing/supervising
- Developing staff / mentoring
- Division competencies
- Professional service
- Reputation
- Value of research to Lab
- Impact on business of Lab
- Safety accomplishments
Project leadership
Process improvement
Skill development
Managing/supervising
Developing staff
Division competencies
- Lab service (i.e., committee work)
Value and impact to group /Division / Lab
Safety accomplishments
ALTHOUGH THE DOE HAS FROZEN INCREASES FOR THIS YEAR, WE ARE REQUIRED BY OUR CONTRACT TO HAVE ANNUAL WRITTEN REVIEWS. AND ALTHOUGH THOSE REVIEWS WILL NOT IMPACT SALARY INCREASES THIS YEAR, THEY WILL BE INCLUDED IN THE RECORDS OF AN EMPLOYEE’S PERFORMANCE AND WILL BE CONSIDERED WHEN SALARY INCREASES BEGIN AGAIN.
HERE’S HOW REVIEWS ARE REVIEWED AND APPROVED.
DURING JUNE AND JULY, ONCE THE SUPERVISOR COMPLETES AND SUBMITS THE REVIEW, DIVISION MANAGEMENT WILL COMPARE EACH EMPLOYEE’S PERFORMANCE WITH THAT OF HIS OR HER PEERS, CONSIDERING THE FOLLOWING ASPECTS OF PERFORMANCE [REVIEW LIST – ADJUST BASED ON YOUR DIVISION’S SPECIFIC PERFORMANCE CONSIDERATIONS]. IF NEEDED, MANAGEMENT WILL RECOMMEND ADJUSTMENTS TO THE REVIEWS, THEN APPROVE THEM.
DURING AUGUST AND SEPTEMBER, DIVISION MANAGEMENT WILL IDENTIFY THE HIGH AND LOW PERFORMERS AND PRESENT THE LISTS TO LABORATORY SENIOR MANAGEMENT. THE LABORATORY WILL THEN REPORT ITS REVIEW COMPLETION RATE TO THE DOE.
Division Management
(For no increase years) Identify high and low performers, present to Lab Senior Management
- Report completions to DOE/UC
August/September
4/11/12

8. Annual Performance Review Process – Overview
New This Year:
Combined Self-Assessment and Annual Summary Form
Replaces need for three separate forms: Employee Self-Assessment, Performance Review Summary, and Competencies
No ratings this year
Employee fills out green section, s form to supervisor
Supervisor fills out tan section
You and your supervisor will meet to discuss
You will sign and comment if desired
All non-represented employees should complete and submit to supervisor by June 22, 2012
CUE represented employees may complete the PRD Self-Assessment Form - encouraged
HERE’S THE NON-SCIENTISTS & NON-ENGINEERS FORM. [POINT OUT THAT THIS FORM HAS A DIFFERENT COLOR AND FEWER SECTIONS TO COMPLETE.]
4/11/12

9. Annual Performance Review Process – Overview
Career Development Plan Form
Optional form you can submit along with Self Assessment
Opportunity to create a plan for long-term learning and growth
For review and discussion only
Option to share with mentor
IN ADDITION TO THE SELF ASSESSMENT, YOU HAVE THE OPTION OF COMPLETING A CAREER DEVELOPMENT PLAN FORM AND PROVIDING IT TO YOUR SUPERVISOR WHEN YOU SUBMIT YOUR SELF ASSESSMENT.
CAREER DEVELOPMENT IS MORE PERSONAL TO YOUR LONG-RANGE INTERESTS AND MAY OR MAY NOT INVOLVE THE LABORATORY. SO, IT IS YOUR RESPONSIBILITY TO INITIATE A CAREER DEVELOPMENT CONVERSATION WITH YOUR SUPERVISOR.
THIS CAREER DEVELOPMENT PLAN FORM ENABLES YOU TO SET GOALS AND THINK THROUGH SOME ACTIONS FOR YOUR CAREER DEVELOPMENT, SUCH AS EXPLORING A RELATED AREA OF SCIENCE OR ATTENDING A CONFERENCE IN A DIFFERENT FIELD IN SEARCH OF COLLABORATION OR DIFFERENT RESEARCH OPPORTUNITIES.
WE ENCOURAGE YOU TO DISCUSS YOUR CAREER DEVELOPMENT PLAN, OR WHICHEVER PARTS ARE APPROPRIATE, WITH YOUR SUPERVISOR. YOU CAN ALSO COPY YOUR GOALS FROM THIS FORM ONTO YOUR SELF ASSESSMENT FORM. IN ADDITION, YOU MAY WANT TO SHARE THIS FORM WITH A MENTOR OR COLLEAGUE WHO HAS EXPERTISE IN CERTAIN AREAS RELEVANT TO YOUR LONG-RANGE INTERESTS.
THIS FORM IS OPTIONAL AND FOR YOUR DEVELOPMENT ONLY. IT WILL NOT BE INCLUDED IN YOUR PERSONNEL FILE WITH YOUR PMP REVIEW.
ALTERNATIVELY, YOUR SUPERVISOR MAY ASK FOR YOU TO BE PREPARED TO DISCUSS YOUR CAREER DEVELOPMENT INTERESTS DURING YOUR REVIEW CONVERSATION. THIS FORM CAN HELP YOU PREPARE FOR THAT DISCUSSION.
4/11/12

10. Annual Performance Review Process – Overview
Peer Review Form
Optional form your supervisor can use to gather peer feedback
Resource to draw from when your supervisor completes the Annual Review Summary
THERE’S ALSO AN OPTIONAL PEER REVIEW FORM.
ALTHOUGH THIS FORM IS NOT REQUIRED, PEER AND/OR CUSTOMER FEEDBACK CAN BE VERY HELPFUL IN PROVIDING SPECIFICS TO CITE ON THE ANNUAL REVIEW SUMMARY.
YOUR SUPERVISOR MAY ASK A SELECTION OF YOUR PEERS TO COMPLETE THIS FORM.
THIS FORM IS FOR REVIEW AND DISCUSSION ONLY. YOUR PEERS WOULD RETURN IT DIRECTLY TO YOUR SUPERVISOR, SO THAT HE OR SHE CAN DRAW FROM THE COMMENTS PROVIDED IN COMPLETING THE ANNUAL REVIEW SUMMARY. YOUR SUPERVISOR MAY DECIDE NOT TO SHOW IT TO YOU AND WILL NOT ATTACH IT TO YOUR ANNUAL REVIEW.
4/11/12

11. Annual Performance Review Process – Self Assessment Form
Opportunity to highlight position, professional and career-related accomplishments
Separate Guidance Sheet available on Performance Management Website
NOW LET’S FOCUS ON THE FORM THAT ALL EMPLOYEES WILL COMPLETE: THE ANNUAL SELF ASSESSMENT.
THIS FORM GIVES YOU THE OPPORTUNITY TO HIGHLIGHT YOUR POSITION AND PROFESSIONAL AND CAREER-RELATED ACCOMPLISHMENTS.
BOTH THE S&E AND NON-S&E FORMS HAVE SEPARATE GUIDANCE SHEETS THAT YOU CAN ACCESS ON THE PERFORMANCE MANAGEMENT WEBSITE.
BECAUSE YOUR SUPERVISOR WILL ATTACH YOUR SELF ASSESSMENT FORM TO THE ANNUAL PERFORMANCE REVIEW SUMMARY, HE OR SHE CAN REFER TO WHAT YOU WROTE AND ADD EVALUATIVE COMMENTS TO THE SUMMARY, RATHER THAN WASTING EFFORT ON DUPLICATING YOUR WORDS. PLEASE KEEP IN MIND THAT IF YOU CHOOSE NOT TO FILL OUT THE SELF ASSESSMENT FORM, THIS FACTOR WILL BE CONSIDERED IN YOUR PERFORMANCE RATING.
4/11/12

12. Self Assessment Form – How to Prepare
Gather information…
Last year’s performance review: Goals for year being reviewed
Key accomplishments
Specific examples/comments from customers & peers
Ideas for next year’s goals
Ideas for additional issues
BEFORE YOU BEGIN COMPLETING THE FORM, YOUR FIRST STEP IS TO GATHER ALL THE INFORMATION YOU’LL NEED, INCLUDING:
YOUR PERFORMANCE, JOB DEVELOPMENT AND CAREER DEVELOPMENT (IF ANY) GOALS FOR THE YEAR BEING REVIEWED
ANY NOTES OR RECORDS OF YOUR KEY ACCOMPLISHMENTS
SPECIFIC EXAMPLES THAT ILLUSTRATE YOUR PERFORMANCE, INCLUDING ANY COMMENTS FROM YOUR CUSTOMERS AND PEERS
ANY IDEAS YOU MAY HAVE WRITTEN DOWN FOR NEXT YEAR’S GOALS
ANY NOTES REGARDING ADDITIONAL ISSUES YOU WANT TO DISCUSS
4/11/12

13. Self Assessment Form – Detailed Review
Begin by filling out the Background section
NEXT I’LL REVIEW THE SELF ASSESSMENT FORM IN DETAIL. [HAND OUT FORM.]
YOU’LL BEGIN ON PAGE 1 OF THE FORM BY FILLING OUT THE BACKGROUND INFORMATION REQUESTED, INCLUDING YOUR NAME AND SO ON.
4/11/12

14. Self Assessment Form – Your Goals
List the goals you were expected to accomplish during the performance year being reviewed
Cut and paste from last year’s review
If goals changed throughout the year, add new ones; explain why goals changed
Career development goals are optional
THE FIRST PART OF THE FORM FOCUSES ON THE PERFORMANCE YEAR BEING REVIEWED.
IN SECTION 1, RECAP THE GOALS YOU WERE EXPECTED TO ACCOMPLISH FOR THIS PERFORMANCE YEAR.
PERFORMANCE GOALS ARE THE EXPECTATIONS AND GOALS FOR YOUR POSITION.
JOB DEVELOPMENT GOALS ARE SKILLS OR DEVELOPMENT NEEDED IN ORDER TO ACHIEVE PERFORMANCE GOALS.
CAREER DEVELOPMENT GOALS ARE OPTIONAL, BROADER GOALS FOR YOUR LONG-TERM LEARNING AND GROWTH. YOU OR YOUR SUPERVISOR MAY HAVE INITIATED A CONVERSATION ABOUT CAREER GOALS DURING LAST YEAR’S PERFORMANCE REVIEW CONVERSATION OR SOMETIME DURING THE YEAR.
4/11/12

15. Self Assessment Form – Example
HERE’S AN EXAMPLE OF HOW MARIE, AN ADMINISTRATIVE SPECIALIST, MIGHT HAVE DESCRIBED HER GOALS.
[BRIEFLY REVIEW GOALS. NOTE THAT MARIE INCLUDES SPECIFICS AND DATES WHERE APPLICABLE. POINT OUT THAT HER JOB DEVELOPMENT GOAL INCLUDES A STATEMENT ABOUT HOW SHE WILL APPLY WHAT SHE HAS LEARNED.]
4/11/12

16. Self Assessment Form – Performance Summary
IN SECTION 2, PERFORMANCE SUMMARY, BRIEFLY DESCRIBE YOUR PERFORMANCE AGAINST GOALS AND MOST SIGNIFICANT ACCOMPLISHMENTS.
COMMENT ON THE IMPACT OF THESE ACCOMPLISHMENTS (THE VALUE OF YOUR EFFORTS TO YOUR DEPARTMENT, DIVISION, OR THE LABORATORY AS A WHOLE).
ALSO HIGHLIGHT NOTEWORTHY ACCOMPLISHMENTS REGARDING YOUR JOB DEVELOPMENT AND CAREER DEVELOPMENT GOALS, AS WELL AS OTHER ACCOMPLISHMENTS THAT REFLECT ON YOUR PROFESSIONAL OR TECHNICAL STANDING.
IF YOU AND YOUR SUPERVISOR DISCUSSED PARTICULAR PERFORMANCE ISSUES THIS YEAR, RECAP THOSE ISSUES ALONG WITH ANY PROGRESS YOU MADE TOWARD IMPROVEMENT.
4/11/12

17. Self Assessment Form – Example: Performance Summary
HERE’S HOW MARIE, THE ADMINISTRATIVE SPECIALIST, COMPLETED THIS SECTION.
FIRST, SHE TIED HER ACHIEVEMENTS TO HER GROUP’S GOAL.
THEN, SHE NOT ONLY LISTED WHAT SHE HAD DONE, BUT ALSO INCLUDED FEEDBACK SHE RECEIVED ON HER PERFORMANCE.
SHE ALSO COMMENTED ON THE IMPACT OF THE TIME MANAGEMENT WEBINAR SHE HAD TAKEN, INDICATING HOW MUCH TIME IT IS SAVING HER EACH WEEK.
4/11/12

18. Self Assessment Form – Sections 3 - 7
Safety
Significant accomplishments
Any safety issues/improvements
Areas of Strength (Optional)
New this year for employees
Areas for Development (Optional)
Laboratory, Professional & Community Service
Laboratory, division and other committee work
Professional service activities
Community service activities
Other service-oriented activities
Supervisory Responsibility
For supervisors only
IN SECTION 3, LIST YOUR MOST NOTEWORTHY SAFETY ACCOMPLISHMENTS. IF YOU AND YOUR SUPERVISOR DISCUSSED PARTICULAR SAFETY ISSUES THIS YEAR, RECAP THEM HERE, ALONG WITH ANY PROGRESS YOU HAVE MADE TOWARD IMPROVEMENT.
IN SECTION 4, DESCRIBE YOUR LABORATORY-WIDE, DIVISIONAL, AND OTHER COMMITTEE WORK, PROFESSIONAL AND COMMUNITY SERVICE ACTIVITIES THAT BENEFIT THE LABORATORY AND/OR SCIENCE, AND OTHER SERVICE-ORIENTED ACTIVITIES, SUCH AS TAKING ON EXTRA DUTIES IN A COWORKER’S ABSENCE, MENTORING, OR CONTRIBUTING TO A STAFF MEMBER’S EDUCATION. FOLLOW THE INSTRUCTIONS ON THE GUIDANCE SHEET FOR HOW TO LIST COMMITTEE WORK.
4/11/12

19. Self Assessment Form – Competencies
Represent the Lab’s values and describe the behaviors that bring them to life in the daily work environment
Each competency is defined by a set of positive behaviors that describe how competencies are successfully demonstrated
4/11/12

20. Self Assessment Form – Your Goals
List your recommendations for performance goals and job development goals
If you wish to have a career development conversation with your supervisor:
Complete and submit a Career Development Plan
Summarize your career development goals in this section
THE NEXT SECTION IS INCLUDED ON BOTH FORMS. IT FOCUSES ON YOUR PERFORMANCE, JOB DEVELOPMENT, AND CAREER DEVELOPMENT GOALS FOR THE NEXT PERFORMANCE YEAR.
LIST YOUR RECOMMENDATIONS FOR YOUR PERFORMANCE GOALS AND JOB DEVELOPMENT GOALS.
IF YOU WOULD LIKE TO HAVE A CAREER DEVELOPMENT CONVERSATION WITH YOUR SUPERVISOR, COMPLETE AND SUBMIT A CAREER DEVELOPMENT PLAN IN ADDITION TO THIS FORM AND SUMMARIZE YOUR CAREER DEVELOPMENT GOALS IN THIS SECTION.
4/11/12

21. SMART Goals Self Assessment Form – Your Goals
1. Specific – goals should be specific and tangible, they should be detailed enough to provide clear direction
2. Measurable – goals should be measurable, quantity, quality and cost
3. Achievable - goals are attainable given skill level, timeframe and resources
4. Responsible & Relevant – responsible party? who is accountable for achieving result - is the goal in line with needs
5. Timely – goals have a specific time for completion
4/11/12

22. Self Assessment Form – Final Sections
Topics for discussion (optional)
Changes to duties
Advancement
Concerns
Signature
THESE FINAL SECTIONS APPEAR ON BOTH FORMS.
YOU HAVE THE OPTION TO LIST ANY TOPICS YOU WISH TO DISCUSS DURING YOUR ANNUAL REVIEW CONVERSATION. THIS MIGHT INCLUDE CHANGES TO YOUR ASSIGNED JOB DUTIES THAT YOU WOULD LIKE YOUR SUPERVISOR TO CONSIDER; YOUR INTEREST IN ADVANCEMENT; A CONCERN THAT YOU WOULD LIKE TO OBTAIN INPUT ON; AND SO ON.
NEXT, YOU’LL SIGN AND DATE THE FORM, THEN SUBMIT IT TO YOUR SUPERVISOR.
4/11/12

23. Annual Performance Review Process – Career Development Plan
NOW LET’S FOCUS ON THE CAREER DEVELOPMENT PLAN.
AS I MENTIONED EARLIER, THIS OPTIONAL FORM GIVES YOU THE OPPORTUNITY TO SET GOALS AND CREATE A PLAN FOR LONG-TERM LEARNING AND GROWTH.
4/11/12

24. Career Development Plan – Career Development Goals
IN THE FIRST SECTION, DESCRIBE YOUR LONG-TERM CAREER DEVELOPMENT GOALS.
AS YOU THINK ABOUT YOUR GOALS, CONSIDER THE FOLLOWING:
YOUR OVERALL CAREER DIRECTION
THE ABILITIES AND INTERESTS YOU WANT TO EXPRESS IN YOUR WORK
YOUR IMPORTANT NEEDS AND VALUES ABOUT WORK AND WHERE IT FITS INTO YOUR LIFE AS A WHOLE, AND
THE KNOWLEDGE AND EXPERIENCE THAT YOU NEED TO UPDATE.
YOU’LL FIND SPECIFIC QUESTIONS TO CONSIDER ABOUT EACH OF THESE ISSUES ON THE GUIDANCE SHEET.
HERE’S AN EXAMPLE OF HOW MARIE, THE ADMINISTRATIVE SPECIALIST, COMPLETED THIS SECTION. [REVIEW BRIEFLY.]
4/11/12

25. Career Development Plan – Relationship Building
IN THE SECOND SECTION, LIST THE INDIVIDUALS AND ORGANIZATIONS YOU NEED TO DEVELOP RELATIONSHIPS WITH TO INCREASE YOUR LIKELIHOOD OF SUCCESS.
FOR EXAMPLE, CONTACTS WITHIN THE LAB OR AT OTHER NATIONAL LABS, IN ACADEMIA, INDUSTRY, OR GOVERNMENT, AT UC OR OTHER UNIVERSITIES, OR FROM NETWORKING EVENTS.
HERE’S HOW MARIE COMPLETED THIS SECTION. AS YOU CAN SEE, SHE LISTED THE INDIVIDUALS, THE TYPE OF RELATIONSHIPS SHE WANTS TO DEVELOP, AND HER TIMEFRAME.
4/11/12

26. Career Development Plan – Developmental Experiences
IN THE THIRD SECTION, LIST THE DEVELOPMENTAL EXPERIENCES YOU NEED IN ORDER TO ACCOMPLISH YOUR CAREER GOALS AND UPDATE YOUR LEVEL OF KNOWLEDGE IN YOUR FIELD, AND INDICATE YOUR TIMELINE.
HERE’S HOW MARIE COMPLETED THIS SECTION. [BRIEFLY REVIEW.]
4/11/12

27. Career Development Plan – Education and Training
IN THIS SECTION, LIST THE EDUCATION AND TRAINING YOU NEED TO ACCOMPLISH YOUR CAREER GOALS AND UPDATE YOUR KNOWLEDGE IN YOUR FIELD, ALONG WITH YOUR TIMELINE.
FOR EXAMPLE, CONSIDER FORMAL EDUCATION AND CREDENTIALING THROUGH THE LABORATORY’S TUITION REIMBURSEMENT PROGRAM, BERKELEY LAB LEARNING INSTITUTE’S ONLINE AND IN-PERSON WORKSHOPS, OFFSITE EDUCATIONAL OPTIONS, PROFESSIONAL ASSOCIATION PROGRAMS, OR INDEPENDENT READING.
HERE’S HOW MARIE COMPLETED THIS SECTION. [REVIEW BRIEFLY.]
4/11/12

28. Career Development Plan – Meetings to Discuss this Plan
IN THIS SECTION, LIST WHO YOU WANT TO MEET WITH TO DISCUSS YOUR PLAN AND SUBSEQUENT PROGRESS. WHAT ASPECTS DO YOU WANT TO DISCUSS WITH YOUR SUPERVISOR? ARE THERE OTHERS YOU SHOULD MEET WITH? INCLUDE YOUR TIMELINE.
HERE’S HOW MARIE COMPLETED THIS SECTION. AS YOU CAN SEE, SHE WANTS TO OBTAIN ONGOING INPUT FROM A MENTOR RATHER THAN HER SUPERVISOR.
4/11/12

29. Your Next Steps
Visit Performance Management Website for forms, guidance sheets, examples
Available now
Complete/submit Self Assessment
June 22, 2012
Consider Annual Review Discussion Workshop
7/18, 7/19 (Emeryville), 7/31, 8/16
For more help, visit
Career Development Workshop,
Tuition Reimbursement Workshop
Other Workshops, Assessment Tools, & Online Resources
SO THAT’S THE SUMMARY OF THE SELF ASSESSMENT AND CAREER DEVELOPMENT PLAN FORMS. THIS WORKSHOP IS THE FIRST STEP TOWARD HELPING YOU UNDERSTAND PMP. HERE ARE THE NEXT STEPS TO TAKE.
FIRST, VISIT THE PERFORMANCE MANAGEMENT PAGE FOR FORMS, GUIDANCE SHEETS AND EXAMPLES.
THEN, COMPLETE AND SUBMIT YOUR SELF ASSESSMENT TO YOUR SUPERVISOR BY [DATE].
NEXT, CONSIDER TAKING THE ANNUAL PERFORMANCE REVIEW DISCUSSION WORKSHOP [INSERT DATES FOR LAB-WIDE OR DIVISION-SPECIFIC SESSIONS].
IF YOU NEED MORE HELP, VISIT THE BLI WEBSITE TO CHECK OUT A VARIETY OF WORKSHOPS AND OTHER RESOURCES:
IF YOU WANT TO EXPLORE YOUR CAREER DIRECTION, CONSIDER A CAREER PLANNING WORKSHOP. BLI OFFERS TWO OF THESE SESSIONS: ONE FOR SCIENTISTS AND ONE FOR NON-SCIENTISTS.
IF YOU’RE CONSIDERING EDUCATIONAL GOALS AS PART OF YOUR DEVELOPMENT, ATTEND ONE OF BLI’S QUARTERLY TUITION REIMBURSEMENT WORKSHOPS TO LEARN HOW THE LABORATORY CAN HELP.
ALSO, KEEP IN MIND THAT BLI OFFERS OTHER WORKSHOPS, ASSESSMENT TOOLS, AND ONLINE RESOURCES FOR ADDITIONAL HELP WITH THESE AND A VARIETY OF OTHER TOPICS.
4/11/12

30. Performance Management Page
OCFO Website, Human Resources in the OCFO, Performance Management
Print out documents
Forms
Guidance Sheets
Examples of written Self Assessments
Example of Career Development Plan
NOW, HERE’S HOW TO OBTAIN THE FORMS AND SUPPORT MATERIALS.
GO TO THE LABORATORY’S A TO Z INDEX AND CLICK ON “PERFORMANCE MANAGEMENT.”
YOU’LL SEE ALL THE FORMS LISTED IN THE RIGHT-HAND COLUMN. EACH FORM HAS A SEPARATE GUIDANCE SHEET WITH DETAILED INSTRUCTIONS.
YOU’LL ALSO SEE EXAMPLES OF COMPLETED SELF ASSESSMENTS FOR BOTH A SCIENTIST AND A NON-SCIENTIST, AS WELL AS AN EXAMPLE OF A COMPLETED CAREER DEVELOPMENT PLAN.
JUST DOWNLOAD AND PRINT THE FORMS YOU WANT.
4/11/12

31. Final Thoughts
Key goal is to help you have more meaningful review conversations
We hope this workshop helps you to prepare
Thank you for your involvement and support!
IN CONCLUSION, A KEY GOAL OF THIS NEW PROCESS AND SUPPORT IS TO HELP YOU HAVE MORE MEANINGFUL ANNUAL PERFORMANCE REVIEW CONVERSATIONS WITH YOUR SUPERVISOR.
WE HOPE THIS WORKSHOP HELPS YOU TO EFFECTIVELY COMPLETE YOUR SELF ASSESSMENT SO YOU ARE WELL-PREPARED FOR THIS DISCUSSION.
[REMIND PARTICIPANTS TO COMPLETE THE ONLINE EVALUATION FORM.]
THANK YOU FOR YOUR INVOLVEMENT AND SUPPORT.
4/11/12