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Performance Management: Year -end Assessments

Performance management : year -end Assessments Office of Human Resources 2015 Session Agenda Introductions Session Objective Performance Cycle, Timeline, and Process Components of Effective Assessments Clear Goals Ongoing Discussion year -end assessment : Written Document and Discussion Tools Process Reminder Resources 2 Session Objective Apply the tips and techniques from this discussion to have a productive year -end Performance conversation. Performance management Cycle 4 Coaching Planning Assessing Summer/Fall HR creates document and sends kick-off message to community Planning Phase/Goal setting for the year ahead (SMART Goals); enter Performance and development goals; manager is alerted Manager reviews and edits goals Employee and manager discuss and finalize Ongoing Manager/Employee Feedback (Behavior + Impact) Track progress Spring Employee completes Self-Evaluation Employee identifies other Reviewers for feedback Manager agrees/amends and seeks feedback from others Final Self and Written assessment Manager completes assessment Employee and manager discuss and finalize Individual/Multi-Rater/ Upward Feedback HLC Performance management Cycle 5 September 30, 2014 Goal Setting and Planning completed Standard Form users Staff and managers will enter this information directly into PeopleSoft (Self-Service or Manager Self-Service> Performance management >My Current or Team Current Documents).

any feedback gathered (Early to Mid -May/June) 4. Manager and Direct Report meet to discuss Assessment and Rating (by End of May/June) 5. Form is completed in ePerformance • By May 29th for SPH and HMS (system not available May 30- June 1) • By June 30 th for HSDM ***Note: Performance Management resources, tools, and information can be accessed

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