PowerPoint Presentationhr.tcu.edu/wp-content/uploads/2017-Performance... · Performance Appraisals...
27
Performance Appraisals 1 2017 Kristen L. Taylor Director Employee Relations [email protected] 817-257-4161 Susie Olmos-Soto Associate Director Organizational Development [email protected] 817-257-4417
Transcript of PowerPoint Presentationhr.tcu.edu/wp-content/uploads/2017-Performance... · Performance Appraisals...
Performance Appraisals
1
2017
Kristen L. TaylorDirectorEmployee [email protected]
Susie Olmos-SotoAssociate DirectorOrganizational [email protected]
Agenda
• Performance Management Philosophy• Performance Appraisal Process• Forms• Goal Setting• Applied Learning• Q & A• PageUp Performance Module
2
Who is Appraised
All Staff Members in Regular Positions
Hired Prior to January 1, 2018
Long-term, Temporary Staff encouraged
3
Why Conduct Appraisals
• University-wide measurement of employee performance
• Provides feedback and coaching• Provides documentation• Links appraisal with merit-based pay
considerations• Supports employee career path
discussions4
Deadline
Completed performance appraisals are due to HR
no later than 5:00 pm Wednesday, January 31, 2018
5
Preparing for the Appraisal
6
Considering Legal Aspects
Do not consider nor comment on employee's –age, race, color, religion, sex, sexual orientation, gender, gender identity, gender expression, national origin, ethnic origin, disability, genetic information, covered veteran status or any other basis protected by law
Do not hold Family Medical Leave Act (FMLA)-covered leave against an employee
7
Considering Legal Aspects
Assess the following prior to issuance:
Are ratings/narrative objective? Are ratings/narrative based solely on skills and abilities? Is the appraisal comprehensive and thorough? Does the employee know what is expected of them?Does the appraisal reflect performance over the entire calendar year?Did you communicate with the employee about their performance
throughout the calendar year?Was equal time and attention spent on each employee’s appraisal? Is appraisal free from personal opinions and non-essential comments? Do specific examples on the appraisal demonstrate the employee’s
strengths and/or weaknesses? 8
Rephrasing Comments
9
Rephrasing (cont’d)
10
Conducting the Appraisal
• Respect the dignity of your employees• Conduct appraisal privately • Allow for two-way discussion & actively listen
– Discuss employee’s self-appraisal, 2017 appraisal, and performance towards job description & goals
– Develop action plans, including finalizing 2018 goals• Ask employee to sign; provide employee with a copy• Allow employee to respond with written comments
within a specified timeframe• Submit original to HR by January 31, 2018
11
Non-Exempt Form
EE: Exceeds ExpectationsME: Meets ExpectationsNPD: Needs Performance DevelopmentDNM: Does Not Meet Expectations
Define 2018 goals and training needs
Provide narrative with examples to support EE, NPD and DNM ratings
12
Exempt Form
Performance Strengths and WeaknessesConsider areas such as job knowledge, quality of performance, working relationship with supervisor, problem solving, creativity, initiative, leadership and supervisory responsibilities
Current GoalsIdentify progress made on any established goals for the current appraisal period
Future GoalsIdentify mutually agreed-upon goals and identify training needs for the next appraisal period
13
Developing 2018 Goals
14
Why Create SMART Goals
15
• Mobilize Employee Efforts• Direct Attention• Establish Measureable Outcomes• Lead to Higher Levels of Performance• Align with the Strategic Plan Goals• Affect the Strategies Employees will Utilize
to Accomplish Tasks• Value-added
16
SMART
SMART Goals
Goal 1 – Strengthen Academic Profile and Reputation
Focusing on areas of strength including:– The TCU and UNTHSC School of Medicine– Areas of study with expansion opportunities– Strengthened undergraduate and graduate profiles– Size, balance and diversity– Ability to compete/excel in a power athletic conference
Departments where goals related to this may be relevant in an appraisal: Office of Admission, Athletics, Academic Departments (staff), Honors College, Academic Advising, Student Development Services, Registrar, Study Abroad, Career Services
17
Example
18
Juno struggles with time management and multi-tasks when advising students. Juno seems rushed and needs to stop checking emails during meetings.
SMART goal Juno may set with supervisor: Track time/task for three weeks to determine where time can be recaptured. Close email and calendar on desktop during advisory sessions.To be implemented immediately. Task/Time check on 2/15/2018
Goal 2 – Strengthen Endowment
19
Making the TCU experience as accessible as reasonably possible. By strengthening our endowment, we will:
– Lessen the pressure and unsustainability of continual tuition increases
– Increase our financial strength and competitive advantage– Ensure that resources will be available
Departments where goals related to this may be relevant in an appraisal: University Advancement, Office of Admission, Academic Departments, Provost Office, Alumni Relations, Athletics
Example
20
Pat’s call reports reflect inadequate solicitation efforts. It is important for Pat to cultivate relationships throughout the year.
SMART goal Pat may set with supervisor: Strengthen networking skills by attending a workshop(s) specific to the fund development/philanthropy industry on building strong fundraising relationships with target alumniTo be Completed by Qtr. 2 2018
Forms Location
21
Annual Performance Review
Review Period: January-December 2017Platform for Discussion of Work
– Recognize Accomplishments– Discuss Ways to Grow Performance or Career– Establish SMART Goals for 2018
Accomplished in Three (3) Stages– Self Appraisal– Manager Appraisal– Scheduled Performance Review Meeting
22
Next Steps
Contact HR for questions or guidance
Submit completed forms:Preferred: [email protected] necessary: Submit hard-copy originals to HR
Retain a copy in a secure location (hard copy or digital file)
23
Dates to Remember
Performance Appraisals Due to HR no later than 5:00 p.m.
Wednesday, January 31, 2018
Salary Planning – February 5, 2018
24
Resources
TCU’s Vision in Action: Lead On –https://strategicplan.tcu.edu/
TCU’s Core Values –https://strategicplan.tcu.edu/about/tcu-mission-vision-values/
Appraisal Forms (Exempt & Non-Exempt)https://hr.tcu.edu/forms-library/employee-relations-forms/
25
Coming Soon -
Performance Management Module Implementation
26
We want your insight.
Interested in serving as a member of a
focus group?Contact:
[email protected] | 817-257-7099hr.tcu.edu | my.tcu.edu
froglife.tcu.edu
Available to helphttp://hr.tcu.edu/employee-services/manager-toolbox/
