Transcript Slide 1

Completing
your own
appraisal
Completing
your selfappraisal
Acknowledging the
performance
discussion
Conducting
the
performance
appraisal
Requesting
colleague
input
Preparing the
employee’s
appraisal
Forwarding to
2nd reviewer
and completing
the process
Table of Contents
•
Work Flow & Access ….........…………………………………………... 3-4
 ePerformance Module 1 ……………....…………………. 5-11
•
Chapter 1 …......................................................................... 5-9
Completing your self-appraisal
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Chapter2 ...............…………………………….……..............……. 10-11
Acknowledging the performance discussion
 ePerformance Module 2 .................................. 12-26
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Chapter 1 ....................................................................... 12-14
Requesting colleague input
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Chapter 2 ....................................................................... 15-21
Preparing the employee’s appraisal
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Chapter 3 ....................................................................... 22-26
Forwarding to 2nd reviewer and completing the process
Leadership ePerformance Flowchart
Begin Date:
July 1st
Employee
completes
selfappraisal
Manager may
request
colleague
input
Manager reviews self-appraisal and colleague input
documents, then prepares performance appraisal
Yes
Second Reviewer
approves appraisal
Manager and employee meet to
discuss performance appraisal
No
Manager revises
appraisal
Manager makes performance
appraisal available for employee
review online
Yes
Due Date:
August 31st
Employee
reviews and
acknowledges
appraisal
Manager “completes”
appraisal
No
Manager “completes”
appraisal via override
Accessing the Training
You can access the training modules two different ways. Through
KnowledgeLink via the Learning & Organizational Development homepage or
through NetLearning.
From the Learning and
Organizational
Development
homepage click
“Online Education”
and then “Performance
Appraisal-Leader”
From NetLearning click “Enroll in CBL”. The title of the CBL is:
“ePerformance – Conducting the Leadership Performance
Appraisal”. You can search for the module by typing a portion of
the title into the search bar.
ePerformance
Module 1 - Chapter 1. Completing your self-appraisal
There are three steps to completing your performance appraisal:
1. Completing the self-appraisal
2. Reviewing , discussing and acknowledging receipt of your performance appraisal with your manager
3. Setting accountabilities for the coming year
This module will assist you in completing step 1. After you have logged into the PeopleSoft system, the
example below uses the left menu to navigate to the document area.
Step 1
Step 2
Step 3
Step 4
Select your performance appraisal.
Your goals from the previous year are available
for review and are also accessible from your
self-appraisal.
Begin your Self-Appraisal by selecting “Start”.
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With the appraisal open, you will find an overview and seven sections. The following pages will describe
each component and your role in completing that portion of the appraisal.
“Save” your work at
any time. Saving does
not exit you from the
document. “Save”
allows you to exit the
document and return
at a later point.
When finished, select
“Complete”. This
makes the document
available to your
manager/reviewer.
Selecting “Cancel
“will delete any work
not yet saved and exit
you from the
document.
You have the option
to print your selfappraisal, if you
would like.
Section 1: Organizational Goals
Ratings for the Organizational
Goals will be done by your
manager once the ratings have
been determined. They will not be
available for rating when
completing your self-appraisal.
You do not have any tasks to
complete in this section.
Section 2 – Accountabilities / Key Results
View the accountabilities/key results that
you have worked on for the past year.
Edit information that you wish to update.
However, this will not change the master
appraisal . Only your manager can change
your accountabilities/ key results.
Select the rating from the dropdown that
you feel accurately describes your results.
You may add comments to support your
rating in the comments box.
Add accountabilities that may have been
included during the past year but were not
yet recorded.
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Section 3 – Management Behaviors - Read
the short description of each behavior and
then use the dropdown to rate your
performance in the five behaviors listed.
Section 4 – Values & Leadership Principles –
Read the short description under each
Value/Principle and then use the dropdown
to rate your performance in organizational
values.
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Section 5 – Overall Summary
If you choose to calculate your overall rating
at this point, understand that the calculation
does not include Section 1 – Organizational
Goals. This will decrease the actual score
until those ratings are entered.
Section 6 – Strengths (Optional)
Briefly describe 3-5 strengths that you
possess and how you use those strengths
to achieve desired outcomes.
Section 7 – Development Areas (Optional)
Briefly describe 2-3 areas that need
improvement or are necessary for you to
progress in the organization.
Final Steps
The last step forwards your self-appraisal
to your manager. When you select
“Complete”, the final step, your manager
will be automatically notified that you
have completed your self-appraisal.
Save your work.
IMPORTANT: Select “Complete” to forward your self-appraisal to your manager.
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Final Steps
Select “Complete” a second time.
Final Steps
Select “OK”.
Final Steps
The system has recorded that your selfappraisal has been completed. A
completed self-appraisal can be
reviewed but it can not be edited.
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ePerformance
Module 1 - Chapter 2. Acknowledging the performance discussion
The performance appraisal discussion between the manager and employee has occurred. The manager has
electronically forwarded the appraisal document to the employee for review and the employee will now
review, acknowledge and return.
This module will assist you in completing step 1. After you have logged into the PeopleSoft system, the
example below uses the left menu to navigate to the document area.
Step 1
Step 2
Step 3
Step 4
Select your performance appraisal.
Prior to acknowledging the
performance appraisal, select
“View” on the Review Manager
Appraisal line.
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After viewing the performance
appraisal document, the employee has
the opportunity to submit final
comment to the manager.
Select “Acknowledge Review” to
return the appraisal document to the
manager.
Select “OK”.
The appraisal will then be returned to
your manager.
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ePerformance
Module 2 – Chapter 1. Requesting colleague input
The manager may begin preparing the employee’s appraisal prior to receiving colleague input and/or
the employee’s self-appraisal.
This module will teach you how to request colleague input. After you have logged into the PeopleSoft
system, the example below uses the left menu to navigate to the document area.
Step 1
Step 2
Step 3
Step 4
Select the employee for which you are
seeking colleague input.
Select “Start” from the Request Colleague
Input area.
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Select “Add Colleague”.
Search for a colleague by typing in their
last name and selecting the “Search”
button.
Instructions are available by selecting the
triangle next to the word Instructions.
Check the box to the
left of the employee’s
name and then select
“OK”.
If there are multiple
employees with the
same name, select
the information icon
for employee specific
information.
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Select “Save”.
Select “Submit”.
Upon submission, an automated email will
be sent to the colleague. It will contain a link
that will take them directly to the feedback
area.
The colleague can elect not to give feedback,
and the manager will be notified of this
decision.
On the Appraisal Status Summary
page, you will see confirmation
that your request has been
forwarded to the colleague.
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ePerformance
Module 2 – Chapter 2. Preparing the employee’s appraisal
For this training:
1. The employee has submitted his/her self-appraisal.
2. Colleagues have completed your request for feedback.
3. You are now ready to complete the performance appraisal for your leadership employee.
Step 1
Step 2
Step 3
Step 4
Select the employee for appraisal
completion.
Before clicking “Start”, note the information
now available to you for review.
Previous FY Employee’s Accountabilities/Key
Results were entered at the beginning of the
performance cycle.
Input, requested by you, from colleagues
The employee’s self-appraisal
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Note the instructions on the workflow of the
appraisal prior to meeting with the employee.
“Save” allows you to exit
the document and
return at a later point.
“Cancel” takes you out of
the document and deletes
all entries for that session.
“Print” provides a copy of
the document.
“Submit for Approval”
routes the appraisal to
the second reviewer.
Section 1 – Organizational Goals
“Return to Appraisal Status
Summary” backs you out of
the appraisal but keeps you
in the employee record.
Organizational Goals ratings for leaders will
be disseminated and then populated by
you, the employee’s manager. Do not
submit for second reviewer approval or
share the appraisal with the employee until
Section 1 is completed.
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Section 2 – Accountabilities/Key Results
Before entering a rating you may want to
update the employee’s accountabilities/key
result or view the employee’s self-appraisal
and colleagues’ input.
View colleague input and self-appraisal by
selecting “View Other Input”.
There is the ability to add employee
comments and colleague feedback to the
document. Access this link and follow the
steps below.
Revise an
Accountability/ Key
Result, if needed by
clicking on the pencil
icon.
The colleague’s input appears.
To add the colleague’s text to the
comments field, check the box to the
left of the text and select “Add to
Comments”.
The text is transferred to the
Comments area and can be revised or
augmented with additional input or
self-appraisal information.
To find more content, use the
dropdown next to “Find Additional
Content”.
When finished, select “Save and
Return”.
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To incorporate more feedback:
1. Role: Select “Colleague” or “Employee”
2. Name: Select the person from your list
3. Document Section: Select the section of
the appraisal that you want incorporate
the feedback.
4. Select “Search”.
The colleague’s input appears.
To add the colleague’s text to the
comments field, check the box to the
left of the text and select “Add to
Comments”.
The information is populated in the
comments field and can be revised or
augmented with additional input or
other information.
Select “Save and Return” to return to
the appraisal.
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You have returned to the appraisal screen.
After reviewing the self-appraisal and
colleague input, select the rating for this
accountability/key result.
Add your comments to the comments area if
desired (optional).
If new accountabilities were added during the
performance year, add them now by selecting
“Add Accountabilities/Key Results”.
Section 3 – Management Behaviors
You can review the self-appraisal and colleague
input by selecting “View Other Input”.
Complete Section 3 by entering the rating for
each of the Management Behaviors.
Section 4 – Values & Leadership Principles
You can review the self-appraisal and
colleague input by selecting “View Other
Input”.
Complete Section 4 by entering the rating for
each of the Values & Leadership Principles.
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Section 5 – Overall Summary
The overall rating can be calculated at
this point by clicking on the calculator
icon.
NOTE: If the organizational goals ratings
have not yet been entered, the overall
rating will not be accurate.
Section 6 & 7 – Strengths and Development Areas
Text input area:
Enter your comments and/or add
comments from colleagues or the
employee about strengths and
development areas.
Use the same methods as in
Section 2 to add other’s feedback.
Section 8 – Manager Comments
Optional for overall ratings that fall
in the “ 2.0 Fully Meets
Expectations” range.
Required for overall ratings of
“Below Expectations” or
“Consistently Exceeds
Expectations”.
Section 9 – Employee Comments
The employee will have the
opportunity to add
comments after meeting
with you for the review
discussion.
Ratings can be calculated
here if not calculated in
Section 5.
Select “Save” to save
your work and keep
you in the document.
Select “Submit for Approval” to route the appraisal to the second
reviewer.
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ePerformance
Module 2 – Chapter 3. Forwarding to 2nd reviewer and completing the process
For this training:
1. The employee’s performance appraisal has been prepared and routed to the second reviewer.
2. The second reviewer has reviewed and approved the appraisal.
This module will assist you in the technical aspect of conducting the performance appraisal with your
employee. After you have logged into the PeopleSoft system, the example below uses the left menu
to navigate to the document area.
Step 1
Step 2
Step 3
Step 4
Select the employee with whom you are
conducting the performance appraisal
discussion.
Select “View “ to open the performance
appraisal.
Do NOT select “Mark Review Held”
until you have completed the performance
appraisal discussion.
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The second reviewer has approved
the appraisal. During the
performance appraisal discussion
with your employee you can make
changes to the appraisal. You can
also print the appraisal by clicking on
the printer icon.
If you must step away during the
discussion, select “Save”.
Final comments on the employee’s
performance can be added by the
manager at this time.
After completing the discussion with
the employee, select “Review Held”
and the appraisal will be sent to the
employee to acknowledge.
Select “OK”
The “Mark Review Held “ button will
change to “Acknowledge”.
The employee now logs into HR Self Service
and acknowledges that the performance
appraisal discussion was held.
If the employee refuses or is unable to
complete the acknowledgement phase, you
can force the process by selecting
“Acknowledgement”.
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Select “Acknowledge Review”.
NOTE: If the employee had
acknowledged the performance
appraisal was held, he/she would
have had the opportunity to provide
comments in the appraisal
document at that time.
If the employee has not
acknowledged the appraisal
discussion was held, you will
select either “Manager Override“
or “Employee Refused”,
depending on your situation. If
the employee is on leave, use
Manager Override.
Then select “OK”.
Either your acknowledgment or the
employee’s acknowledgement of the
appraisal will move the process to the
Complete phase.
Select the “Complete” link.
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You have one final opportunity to
input comments in Section 8 of
the appraisal.
Select “Complete”.
Select “Complete” again.
Select “OK”.
The performance appraisal
process is now complete. The
performance appraisal can not be
revised once you select complete.
It can only be reviewed.
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For Second Reviewers: To review and approve the employee’s appraisal please follow the steps below
Step 1
Step 2
Step 3
Select the employee’s performance
appraisal that you will be approving.
Select “Performance Appraisal
Details” to review the appraisal
document.
Select “Approve” to release the
appraisal back to the manager.
Select “Deny” to return the
appraisal to the manager for
updates/edits.
NOTE: If denying an appraisal,
always include the reason why
or your recommended changes
in the comment field. The
manager will make the changes
and return it for your approval
again.
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