Training - Gonzaga University
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Transcript Training - Gonzaga University
Performance Management
Open Information Session
Spring 2009
Focus of Today’s Session
Review the enhancements to the
performance review document
Define the shared responsibility between
employees and supervisors
Discuss ways to prepare for the
performance review discussion
Presentation and Revised Forms are
available on-line at
www.gonzaga.edu/humanresources
Please hold questions
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Brief Historical Perspective
Based on recommendations from Performance
Management Work Group (PMWG) the Cabinet and
Board approved significant changes to the performance
review and compensation systems
Training was held for supervisors and employees in
Spring 2008
Feedback gathered through:
Staff Assembly Compensation and Benefits Survey
Multiple facilitated feedback sessions across the
campus
Enhancements have been made to the performance
review documents based on this input
Full implementation targeted for June 2010
Current Status
Performance Management Work Group (PMWG)
has been reconvened for FY 2008-2009
June 2009 annual increases are planned to be
an Across the Board (ATB) increase or an
adjustment to the minimum of the range
(whichever is greater)
HR now working with the Pilot Groups (120
employees spread over 5 divisions) to go
through a simulated compensation model and
performance reviews
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Path Forward
Pilot Groups evaluate the amended forms and
compensation model to insure they are functional and a
good fit for our culture
Feedback from the Pilot Groups will be provided to the
PMWG
Recommendations made to the Cabinet in Summer 2009
Change in Management’s Roles and Responsibilities
Greater accountability
On-going assessment and communication of employee
performance
Greater utilization of Performance Review outcomes
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1
Setting Goals & Expectations
•Define job criteria by which performance will be
measured based on job description
•Establish goals and objectives
•Communicate expectations to employees
•Rework objectives or performance standards, if
necessary
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2
Annual Performance Review
Performance Coaching
•GU Performance Review
•Define coaching
•Mistakes to Avoid
•Give effective feedback
•Behavior Based Statements
•Recognize employees’ area of development
•Coach for better performance
•Document
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Timeline of Key Months Document (New)
Overview Document
Employee Self-Review Document
Annual Performance Review Document
Performance Review Packet can be found at
www.gonzaga.edu/humanresources
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New Document intended to provide timeline by
key months (February – June) for completing
performance review process.
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States Compensation Philosophy
Outlines the program guidelines.
Enhancements include:
February 1st – April 15th
2-4 weeks to complete employee self
review
Rating Definitions
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Criteria reviewed by PMWG based on comments
from feedback sessions held throughout campus.
Enhancements include:
Self Assessment – 5 to 3 - improvement
opportunity, satisfactory, exceptional
Added Review Period
Employee Standards – similar to Supervisor
Review except for Professional Development and
Management and Leadership Responsibilities
Enhanced definition in goals section
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Criteria reviewed by PMWG based on comments from
feedback sessions held throughout campus.
Enhancements include:
Expanded Assessment Rating Options with adding
“N/A” and “.5” intervals
Performance Criteria – highlighting assess both
Behavior and Competency Based
Additional Criteria – customize for the position
(goal achievement, process management, quantity
of work)
Enhanced definition in goals section
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Annual performance reviews are completed
from February 1st – April 15th.
Prior to review meeting:
Ask your supervisor for your job description
and self-review document generally 2-4
weeks prior to the performance review
discussion
Ask your supervisor for any specific job
criteria added to the review
Assess past year’s goals and timelines
Complete your self-review
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After the review has been administered:
Typically, annual salary increases spreadsheets will
be distributed for approval/signature by Human
Resources to the Area Vice President and should be
returned to Human Resources no later than April
30th.
Any employee concerns regarding performance
review content should be addressed between date
of review given and May 15th within the Area Vice
President Division
Final annual increase spreadsheets are provided to
Payroll for loading from Human Resources to
ensure fiscal year effective date.
Annual increases effective June 1st unless otherwise
communicated by the University Cabinet.
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Engage in on-going communication
Regular meetings
Weekly email updates
Project statuses
Ensure both parties are clear on job
expectations, job description and duties
Discuss questions and clarify priorities
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Utilize Objective Criteria to
demonstrate success during review
period
Using metrics
Job expectations
Assess competencies
Utilize goal statements and progress
made in achieving goals
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Create Goals
An effective goal statement provides an
excellent basis for setting and monitoring
progress toward strategically aligned goals
Goals should go beyond an essential job
function
Goals should be something specific to
focus on for the upcoming year
Use SMART formula (Specific,
Measurable, Agreed Upon, Relevant,
Timeframe)
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Complete your self-review
Provide current information on your
accomplishments
Provide specific examples of what you’ve
done well
Provide specific examples of what you’d like
to enhance with your work performance
Prepare what you would like to accomplish
next
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In addition to completing your self-
review:
Confirm the time, and the place of the
meeting
Be prepared to discuss specific examples of
behaviors and performance outcomes
Be receptive to feedback
Be willing to take ownership to enhance
performance
Be willing to receive assistance to heighten
performance
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Ask for feedback on what you’re doing well
Ask for feedback on what to improve
Ask clarifying questions
“What else could I have done to improve X?”
“Do you have any suggestions for me?”
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Discuss what you plan to achieve by the
end of the next review period and ask what
your supervisor expects you to achieve in
this timeframe
Make sure you finalize SMART goals
Make your supervisor aware of any issues or
roadblocks you are facing and discuss how
they might be overcome
Let your supervisor know what you need from
him/her during the next year to be successful
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Discuss your development activities for
the year
Share progress you have made toward your
own development
Find out how your supervisor can support
you in accomplishing your development
goals for the year
Complete the discussion
Thank your supervisor for his/her feedback
Recommit yourself to a successful year
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Following the guidelines from this session will
help enhance the performance review discussion
Employee’s Next Steps:
Meet with supervisor to receive self-review and
review current job description
Complete your self-review document
Participate in review discussion by April 15th
Upcoming training targeted to further assist you:
Dealing with Change and Transition (MayJune)
Please complete the evaluation form
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Email HR via the anonymous email tool
on our website
www.gonzaga.edu/humanresources
Email Heather Murray at
[email protected] or
Gretchen Stoup at [email protected]
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