Performance Appraisal Process November 2011 – Human Resources

1. Performance Appraisal Process November 2011 – Human Resources

2. The performance management process includes... • Documented performance appraisal • Goal-setting and strategic • Ongoing communication and feedback (both ways) • Action plans for improvement • Employee growth and enhancement of the council

3. The performance appraisal process includes... • Formal system of review and evaluation • 90-day and annual • Identify strengths and weaknesses of performance • Identify developmental goals • Discussion of career progress • Plans for training

4. Performance Appraisal Process: • Preparing for the performance appraisal meeting • Information gathering • Assess performance • Obtain approvals • Conduct appraisal meeting • Submit completed documents to HR for processing • Performance renewal (reprioritize goals as needed)

5. Preparing for the meeting (check-list): • Do you know your employee’s: • length of service with the organization and/or date of last promotion? • current projects employee is working on? • performance goals from last year? • Do you have: • employee’s most recent job description? • previous performance appraisal? • current performance appraisal form and procedural guidelines? • attendance records? • history of employee’s training and/or list of appropriate training available for employee? • examples of employee’s work and performance? • examples of work problems you want to discuss? (if appropriate) • Have you: • notified the employee of the interview time and given sufficient notice? • advised employee to complete and bring the self-assessment to the meeting? • reviewed your ratings with your supervisor beforethe meeting?

7. Conducting the meeting: • Create proper climate • Explain the purpose of the interview • Share ratings and explain rationale (use comment section!) • Discuss development plans • Manager’s summary/recap • Discuss self-appraisal • Set follow-up meetings (as applicable) – i.e. monthly, quarterly • Employee signature and comments • Grievance process (if applicable)

8. Poorly executed appraisals: • Manager and employee don’t agree on results • Management reluctance • No performance documentation • Untrained managers • Rater distortion • “Christmas tree” the ratings • Lack of commentary or insufficient feedback

9. Well executed appraisals: • Communication • Coaching • Giving feedback • Empathy • Teamwork

10. Human Resources Upper Management Manager Employee Effective Performance Appraisal process

11. Questions?