Transcript Performance Apprsaisal Highlights

Human Resources
Mission Statement

 The Human Resources staff seeks to empower
employee success.
 We seek to inform, involve and inspire employees at
every level.
 We support the University in recruiting and
retaining the finest faculty and staff possible to carry
out its mission as a liberal arts university.
Appraisal Purpose

 Establish expectations and determine fit with job
candidates
 Form the foundation of employee orientation
 Develop goals
 Assure consistency with job description
 Provide employee with opportunity for feedback
 Identify training needs
 Identify potential for promotion
Appraisal Purpose, cont.

 Provide opportunity for recognition
 Provide consistency for potential merit-pay salary
system
 Identify specific corrective discipline
 Provide documentation for potential separation: no
surprises!
Performance Management

Success Formula:
25% is culture: acceptance of purpose and need.
25% is the tool: consistency and customization
50% is the skill of the supervisor. Training
commitment from HR and with
supervisors and staff.
Information Sharing

 Large group awareness training
 Small group pilot testing
 Refinement
 Six information sessions last summer
 Appraisal Year 1, 2013-14.
 Feedback meeting June 2014 and tool revision
In a Nutshell…

 Step 1: Manager and employee meet, review Job
Description, agree on items for evaluation
 Step 2: Employee and manager complete the form.
You can do this simultaneously or sequentially.
 Step 3: Manager and employee meet again, review
the completed tools, listen to one another, and plan
for a great year.
The Tool

 Needs consistency so we can have cross-division
comparisons.
 Needs to allow some customization for differences in
jobs.
 Needs testing and input from colleagues for best
results.
The Tool

St. Lawrence University is made up of a diverse group of individual professionals dedicated to our
students’ success. All individual University employees are required to improve their knowledge and
skills on a continuous basis.
EVALUATION ADMINISTRATIVE DETAIL
Employee Name:
Department:
Job Title:
Evaluator:
Date of Hire (DOH):
Position DOH:
Supervisory position? Yes
No
Review Period:
# Direct Reports: ______
Evaluation Purpose:
Completion of Orientation
Annual
Transfer
Other
Evaluation Purpose:
Completion of Orientation
Annual
Transfer
Other
To:
The Tool

 360 Review? Yes No If yes, create separate list of
those who were contacted.
.
PERFORMANCE EVALUATION RATING SCALE
Review the Performance Evaluation Rating Scale so you are competent to complete the
evaluation. Any questions should be directed to the Human Resource Department
U
Unsatisfactory
ND Needs
Development

Performance is consistently below expectations. An
action plan is required to address performance
deficiencies.
Work collaboratively with Human
Resources.
Performance meets some, but not all, expectations.
Acceptable performance must be more consistent to be
evaluated as “Meets Expectations.”
M
Meets
Expectations
Performance consistently meets, and occasionally
exceeds, the expectations of the position.
E
Exceeds
Expectations
Performance consistently exceeds the expectations of
the position.
Instructions

 SECTION I: JOB SPECIFIC PERFORMANCE FACTORS. Include responsibility
areas from the employee’s job description, annual goals, and/or specific
responsibilities assigned to the position for the evaluation year. Examples must be
included for all ratings that are U (unsatisfactory), ND (Needs Development) and E
(Exceeds). Assign the appropriate rating based on the comments/examples. (To be
completed by both the Manager and Employee)
 SECTION II: PERFORMANCE BEHAVIORS, WORK CAPACITY AND
COMPETENCIES. First review the description section of each category and
complete the comments sections. Examples must be included for all ratings that are
U (unsatisfactory), ND (Needs Development) and E (Exceeds).Then assign a rating
from the Rating Scale. (To be completed by both the Manager and Employee)
 SECTION III: KEY GOALS, TALENT REVIEW, AND DEVELOPMENT PLANS
(To be completed by both the Manager and Employee)
 SECTION IV: PERFORMANCE EVALUATION SUMMARY. (To be completed
by Manager)
SECTION I: JOB-SPECIFIC PERFORMANCE FACTORS
(To be completed by both the Manager and Employee)

Job Duty:
Comments / Examples:
Comments:
Employee
Rating
Manager
Rating
SECTION II: PERFORMANCE BEHAVIORS, WORK CAPACITY AND COMPETENCIES
(To be completed by both the Manager and Employee)

COMMUNICATION: Expresses oneself verbally in a clear and
concise manner allowing the listener to receive a message in an easy
to understand fashion. Writes clear concise thoughts in an organized
manner. Effectively listens to others and can follow simple, as well as,
complex instructions. Comments required for all but “Meets” ratings.
Comments:
Verbal:
Written:
Listening:
Employee
Manager
SECTION III: KEY GOALS, TALENT REVIEW, AND DEVELOPMENT PLANS
(To be completed by Employee and Manager)

PREVIOUS
GOALS FROM
.
SPECIFIC GOAL
TO
(check or fill in date)
Not Yet
In
Date
Started Progress Completed
Section III, Continued

FUTURE GOALS FROM
TO
(check or fill in date)
SPECIFIC GOAL
Section III, continued

BARRIERS TO EFFECTIVE WORK/GOAL ATTAINMENT
/JOB SATISFACTION
List any barriers to your job that, if eliminated, would increase your
effectiveness and/or job satisfaction.
Section III, continued

 SKILLS, TALENTS AND CAREER
DEVELOPMENT ACCOMPLISHMENTS
Section III, continued

III. Professional Growth & Development Plans
At least annually, we want to address your personal career planning. (We
cannot provide a guarantee of advancement or employment).
SECTION IV: PERFORMANCE EVALUATION SUMMARY
(To be completed by Manager)

Manager
Section I:
Job Specific Performance Factors (Indicate
overall rating. “U”, “NI”, “M”, “E”. Some areas may be
more important and weighed heavier than others
categories)
Manager
Section II: Performance Behaviors, Work Capacity and
Competencies
(Indicate overall rating “U”, “NI”, “M”, “E” categories)
Section IV, cont.

Employee Comments:
Supervisor Comments:
Employee Acknowledgement

In signing below, I acknowledge that I have been given the opportunity to review the contents of this performance evaluation, and \
that my job performance was discussed with me. My signature does not necessarily imply agreement with the contents of the
evaluation.
Employee Signature:
Date:
Evaluator Signature:
Date:
APPROVAL(S):
Signature / Title:
Date:
Signature / Title:
Date:
Suggestions: Setting the Climate for Success

 Acknowledge feelings: nervous?
 Remind about process: homework and preparation
 Focus on performance not personality. Specific
examples:
You are late with your reports.
NOT: You are lazy.
You do not return phone calls and emails within 24 hours.
NOT: You’re unresponsive.
You write clearly, giving priority and specificity.
NOT: You’re terrific!
Suggestions: Setting the Climate for Success

 Give balanced feedback as possible
 Attend to non-verbal cues
 Focus on actions, not intent.
 Strive for consistency.
 Coach if needed: acquiring skills and knowledge
 “I’d like you to learn Excel”
 Counsel if needed: focus on changing behavior
 “To be responsive, return emails and calls within 24
hours.”
 LISTEN!
Handling Negative Reactions

 Silence: ask questions
 Sadness: wait for colleague to become composed,
refocus conversation on points of agreement or
action, or reschedule.
 Anger: stay calm, breathe, and refocus the
conversation, reschedule if necessary, ask for
assistance if necessary
Analysis for Success

 Focus on learning from experiences, both positive
and negative.
 Using resources: campus and professional training
 Overcoming obstacles: EAP
 If needed: performance improvement plan-work with
Human Resources on this
All Year Long

 Keep a performance journal or file
 Document, document, document
 Involve HR before concerns become issues, or issues
become crises.