Welcome to PEDS... Performance Evaluation and Development ...

Welcome to PEDS…

Performance Evaluation and Development System (PEDS)

University of Denver

Session Objectives

Describe PEDS Project

Describe what PEDS means to you

Describe the role of PEDS Division Project Leads

Demonstrate the PEDS process

Answer questions about the online system

Access the test instance to become familiar with the new PEDS system (see instructions on PEDS website at www.du.edu/hr/peds

Project Goals

Streamline and enhance the annual performance management process

– Writing aids to help setting and reviewing goals

– Supports improved data-gathering and reporting

Part of university trend towards administrative process improvements through technology

– Reduces manual work throughout the process

– Automated e-mail notifications (updates, reminders, etc.)

– Ongoing access throughout the review year

What’s New… What’s Not What’s new:

– Web-based goal-setting and review process

– Tools to support review process (writing aids, e-mail reminders, etc.)

– Weighting of duties and goals

– Evaluation on expanded 5-point review scale

– Ability to request feedback from others

– Competencies (in 2007-08)

What will stay the same

– Most steps in the current process are the same

– Collaborative goal-setting process

– Employee comments included at multiple points

– Process steps and elements of current form remain the same

– Faculty reviews will continue as in past (not using the new online system)

NEW: Weighting Duties and Goals

Essential Duties and Responsibilities

– Duty A 15%

– Duty B 20% 95%

– Duty C 65%

Job Goals

– Job Goal A 20%

– Job Goal B 40% 5%

– Job Goal C 40%

TOTAL = 100%

NEW: 5-Point Rating Scale

Scale Value Description Detailed Information

1.0 Unsatisfactory Performance

Performance must improve substantially within a reasonable period of time if the individual is to remain in this position. The employee is not meeting the job requirements.

2.0 Needs Development

Performance is noticeably less than expected. The employee generally meets most jog requirements, but struggles to fully meet them all. The need for further development and improvement is clearly recognized.

3.0 Fully Meets Expectations

Performance clearly and fully meets all the requirements of the position in terms of quality and quantity of work. It is described as good, solid performance. While minor deviations may occur, the overall level of performance meets all position requirements.

4.0 Exceeds Expectations

Performance frequently exceeds job requirements. Accomplishments are regularly above expected levels. Performance is sustained and uniformly high with thorough and on-time results.

5.0 Exceptional Performance

Performance levels and accomplishments far exceed normal expectations. This category is reserved for the employee who truly stands out and clearly and consistently demonstrates exceptional accomplishments in terms of quality and quantity of work that is easily recognized as truly exceptional by others.

Schedule

Milestones: 2006-07

Milestones: 2007-08

Phase 1: Design, Test & TrainPhase 1: Design, Test & Train

Phase 2: Input 2006-07 GoalsPhase 2: Input 2006-07 Goals

June Aug Sep OctJuly

Phase 3: Review PerformancePhase 3: Review Performance

Phase 4: Set 2007-08 GoalsPhase 4: Set 2007-08 Goals

Quarterly Check-ins:Jan / April / July

Quarterly Check-ins:Jan / April / July Phase 5: Review PerformancePhase 5: Review Performance

Oct April Sep OctJan July

Role of PEDS Division Project Leads

Act a the first line of support for PEDS users

With Division head input, make significant decisions on how performance management for staff employees is implemented within the division

Provide two-way communication between the division and the central Implementation Team

Discuss and determine system configuration that is customized to the division

Identify and help develop solutions to meet the unique needs for performance management in the division

Help plan and coordinate system training for the division

PEDS or PRDS for 2006-07 Review?

Division leaders chose – those on PRDS are:

If using PRDS, must use revised PRDS form with 5-point rating (download from HR website – copy / paste from 2006-07 document)

DUE in Human Resources no later than Friday, October 12, 2007

All move to PEDS for 2007-08; online training starting October 2007

• Bookstore • Business, Daniels College of • Communications & Marketing, Office of • Education, Morgridge College of • Internationalization • Mail Services

• Natural Sciences and Math, Division of • Quick Copy Center • Registrar, Office of the • Ricks Center for Gifted Children • Student Life

Performance Management on PEDS

Let’s take a look…

Overview and Log in

Process Overview

PEDS: System Phases

PEDS in six steps:

1. Enter duties, goals, development objectives2. Assign weights

3. Self-assessment

4. Get feedback5. Supervisor’s evaluation

6. Signatures & Completion

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PEDS Process—2006 / 2007

– Enter Duties and Responsibilities from job description into online form

– Enter Job Goals into online form– Enter weights for Duties and Goals– Forward to Supervisor for

review/approval

– Review/approve duties andgoals– Return to employee for self- assessment

– Rate own performance (for each Duty and Job Goal)– Write rationale for rating in comments– Forward to supervisor

– Finalize performance review form– Assign ratings– Return to employee for electronic signature

– Review form, add final comments, and sign (electronically)– Return to Supervisor for final signature

EMPLOYEE SUPERVISOR

– Sign final form online – Review complete

Employee and supervisor meet for

face-to-face performance review

Employee and supervisor meet for

face-to-face performance review

Login to PEDS

Open Internet Explorer

Go to the Human Resources web page at www.du.edu/hr

Click on the PEDS login link

Login Page

PEDS Home Page

My Forms Page (2006-07 form)

Overview: Form Elements (upper part of form)

required

New Form Elements (Detail - left navigation)

Entered by the system

We will be adding information to these sections

Overview: New Form Elements (lower part of form)

Essential Duties and Responsibilities, Job Goals, and Development Strategy

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PEDS in six steps:


3. Self-assessment



Adding New Duties and Goals

Adding New Duties and Goals

Desired Results (Standards):•Do What?

•With What?

•By When?

•How Often?

Add duty title

Describe duty

Define standard

Development Strategy – Add Development Objective

Complete details of the development activity

Identify development objective

Weighting of Duties and Goals

Prior to completing the PEDS form, the Employee and Supervisor should discuss weighting

When assigning a weight to a duty or goal, consider:

– Impact of the duty or goal

– Time spent accomplishing the duty or goal

Each duty and goal must be weighted; the weight MAY be 0%

Items in both the Essential Duties and Responsibilities Section and Job Goals Section of this form will be weighted on a scale from 0% – 100%

Weights for all Essential Duties must total 100%, and weights for all Job Goals must total 100%

The Essential Duties section and the Job Goals section will each receive an overall weight. The total of the two sections must equal 100%

Weighting Duties and Goals

Assign Weighting to Each Element

Weighting Summary

100%

b) View weighting within sections

100%

c) Add Section Weights

a) Save form

Employee’s Last Step in Goal Setting/Planning

Save & Close Form

NEXT: From the Supervisor’s Perspective…..

Supervisor: Review & Edit PEDS Form

Janice (supervisor) selects Ursala’s PEDS form

Janice, the supervisor, has logged in to review Ursala’s PEDS form…..

Supervisor: Edit PEDS Form

To Edit Goal

To Delete Goal

Supervisor: Review Weighting

To Change Weighting

100%

Review weighting

130%

Click “Save” icon at top

Approve PEDS Form

Supervisor’s Last Step in Goal Setting/Planning

This concludes the Goal Setting/Planning Stage

PEDS in six steps:1. Enter duties, goals, development objectives2. Assign weights

3. Self-assessment4. Get feedback5. Supervisor’s evaluation6. Signatures

We have now completed the first three steps in the PEDS process. This is typically done at the beginning of the review cycle in October.

Assessing and Reviewing Performance

PEDS in six steps:


3. Self-assessment



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Supervisor: Begin Evaluation Process

Janice (supervisor) selects Ursala’s PEDS form

Janice, the supervisor, has logged in and selected Ursala’s PEDS form…..

Supervisor sends to employee for self assessment

#2 Comments entered here will be the text in the email message

#1

#3

The form has been sent to

Ursala with an email

notification

Supervisor: View En Route Information

Shows that form was sent

to employee for self-assessment



notification

NEXT: From the Employee’s Perspective…..

Employee: Begin Self-Assessment

Employee: Enter Ratings for Each Duty & Goal

Note that comments may be viewed by

the Supervisor and others. Use the

“Spell Check” and “Legal Scan”

options to assist you. Text may be cut-

and-pasted from another document.

a) Select rating

b) Evidence of accomplishment (reason for rating)

Employee Sends to Supervisor

#3 Comments entered here will be the text in the email message

#1

#2

#4

Popup


Janice with an email

notification

Employee: View En Route Information

Shows that form was sent

to the Supervisor

The form has been sent to Janice with an email

notification

NEXT: From the Supervisor’s Perspective…..

Supervisors: About Giving Feedback …

Feedback providers will see the employee’s self-assessment

Feedback providers may enter comments in designated comment box for each duty, goal, development objective, and add overall comments

Feedback must be given by one person at a time; build time into your review timeline for this process

The employee and the supervisor will be able to view any comments entered by the feedback provider; other feedback providers and all signers will also see feedback comments

The employee cannot view feedback until the supervisor has received it from the provider, and sends the form to the employee

Supervisors: Search & Select for Feedback

a) select…

b) define criteria & search users

c) select from list…

d) and click “Select & Continue”

Face to Face Discussion Regarding Performance

Supervisor’s evaluation (detail)

Supervisor enters his/her rating and comments

Employee’s rating

Supervisor’s evaluation (summary)

Next: signatures…

Calculated by PEDS using the supervisor’s weighted

ratings

Supervisor’s overall

comments

Supervisor adds additional signer (optional)

Signatures are the last step after other review steps are complete

Supervisors: Be clear on role of additional signer (vs. feedback provider OR person to whom electronic copy of completed review is sent)

Once saved, it cannot be removed!!

Supervisor adds additional signer (optional)

Routing:

1. Supervisor to additional signer

2. Additional signer to employee

Next…

– Employee signs (acknowledging receipt of review)

3. Manager signs and sends to completion

Supervisor Routes to Employee for Signature

b) comments entered here will be the text in the email message



notification

a) select…

Popup

c) select

Employee Signs

The signed form has been sent to Janice with an

email notification

a) Employee signs by selecting…

Popup


c) select

Supervisor Signs

The review is now complete

a) Supervisor signs by selecting…


c) select

Popup

Review Complete

The form is now in “Completed” – not

“In Progress”

Next Steps

Start with 2006-07 PRDS document

Plan your move to PEDS:

– See tools on the PEDS website – www.du.edu/hr – Select “PEDS” link

• 2006-07 PEDS Checklist for Supervisors & Employees

• Transition sample (PRDS to PEDS Tool)

– Talk with your supervisor about weighting duties and goals

If no 2006-07 goals:

– Review projects and calendar for 2006-07; identify key duties and projects (those which required significant time and effort)

– Discuss with your supervisor; use for 2006-07 performance appraisal

Meet to discuss performance review BEFORE Division deadline

DUE on PEDS no later than Friday, October 12, 2007

Questions? Contact yourPEDS Division Project Leads

1. Dana Campbell2. Linda Clark3. Angela Duggan4. Debi Faust5. Julanna Gilbert6. Cyndi Hendrickson7. Theresa Hernandez8. Ellen Holland9. Mike Holt10.Tiffany Hutchings11.Shannon Jones12.Dorothy Joseph13.Molly Keegan14.Norma King15.Neil Krauss16.Dawn Kreider17.Paula Kriegshauser

18.Tracie Kruse19.Kent Lebsack20.Johanna Leyba21.Anne Linder22.Marcee Martin23.Jerry Mauck24.Tom Mays25.Lainie Meilinger26.Mary Metros27.Sandy Mondragon28.Annette Nelson29.Kirsten Norwood30.Mary Beth Patterson30.Jonathan Radin31.Todd Rinehart32.Scott Schrage33.Kathy Shoemaker

34.Fran Solano35.Amy Tafuro36.Jennifer Thompson37.Sheila Summers Thompson38.Dawn Tischauser39.Dan VanAckeren40.Chris Wera41.Jason Wyrick42. Issah Yakubu

Thank you…

Ideas or suggestions?

Concerns?

Other comments?

Contact Sharon Gabel, the PEDS Project Manager, at x13103 or

[email protected]

Welcome to PEDS... Performance Evaluation and Development ...

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