2010 Performance Evaluation Process Information Session for Staff

1. 2010 Performance Evaluation ProcessInformation Session for Staff

2. Discussion Overview • Effective Performance Management Process Components • 2009 Performance Evaluation Summary • Process Enhancements • Results • Preparing for your 2010 Performance Evaluation • Process Enhancements • Tools and Tips for Completing Your Self-Evaluation

3. Components of an Effective Performance Management Process • Connects individual performance to SU’s Mission, Vision, Values and Strategic Initiatives • Measures and Recognizes Individual Performance and Contributions • Promotes Excellence and Professional Development

4. Connects to Mission, Vision, Values & Strategic Initiatives

5. 2009 Performance Evaluation Summary Enhancements • Professional Competencies linked to University Mission, Vision and Values • Option of Narrative or Structured Format • Overall Rating, expanded to 5-point scale • Refined Goals Section • Solicited information on Development Needs and, Supervisory Support and Improvement Opportunities

6. 2009 Performance Evaluation Summary Results • Overall University Completion Rate = 84% • Professional Skill Development Needs Expressed • Supervisory • Communications • Project and Time Management • Software/ OIT

7. Preparing for your 2010 Performance Evaluation • 2010 Evaluation Process Enhancements • Performance Evaluation Overview/Timeline • Tips on Preparing Performance Evaluations

8. 2010 Staff Evaluation Process Enhancements • Further Refined Rating Definitions • Created separate Self-Evaluation and Supervisor Evaluation Forms • Addition of Supervisory/Leadership Competency Section

9. Performance Evaluation Overview and Timeline • Set date and time for an evaluation meeting • Prepare for the meeting, including completion of a performance evaluation form • Exchange evaluations forms prior to the meeting date • Meet to review and discuss performance and set forth plans for the future • Supervisor and employee finalize evaluation forms, and submit to HR by August 31st

10. Preparing your Self-Evaluation • Review your personal performance over the past year. • Assess your performance and accomplishments against your goals. • Identify your accomplishments and achievements. (planned and unplanned) • Identify areas in which you need to develop or improve • Consider your current level of job satisfaction and what’s behind it. • Consider what suggestions you would make to improve and develop your work unit and/or department.

11. Helpful Information • Job Description • Your Resume/Application • Previous Performance Evaluations, Goals • Feedback from students, colleagues, others • Notes from Performance Meetings, Work Samples, Training Sessions Attended, etc.

12. Suggestions and Ideas Solely for Employee’s Reflection/Comment: • What feedback do you wish to offer your direct supervisor on ways he/she can help you excel in your position and support you in achieving your professional goals?       • What suggestions do you have for your position, work group, department or the university?      

13. Overall Performance Rating • The scale of 1-5 is used with specific definitions for each point on the scale. • Consistency between ratings and comments on performance, goals and professional development needs • Use whole numbers when rating a specific job performance area or overall performance.

15. Goal Setting Goal setting is completed as part of the annual evaluation process. As you review accomplishments and performance for the previous period, you also set goals for coming year. Both the employee and supervisor should agree on the goals. • What’s a goal? Specific statements that describe results to be achieved • What’s a task? The steps needed to accomplish a goal • SMART Goals

16. Evaluation Meeting Preparation • What are the important items you want to discuss at the meeting? • Is there one central message or critical point to be addressed? • What questions do you have for the meeting? • What do you want to get out of this meeting? • In what ways will you actively contribute to a meaningful, constructive and productive dialog?

17. At the Evaluation Meeting • Make sure the time and place are planned; allow for enough time; no interruptions; a comfortable setting. • Be prepared. Know your goals for the meeting, have examples ready. • Listen. To have a full picture, you need the other person’s perspective. • Be candid—get to the point. • Be constructive in feedback

18. The Five Levels of Listening • Listening to UNDERSTAND • Listening for APPLICATION • Listening to TELL MY STORY • Listening for JUDGMENT • NOT Listening

19. Giving Feedback Constructive Feedback is: • descriptive of behavior and impact • specific not general • directed at behavior that can be changed • interactive to ensure clear communication • stated in the first person to assign responsibility • based on observed behavior • balanced

20. Receiving Feedback • Breathe! – it helps the body to relax and the brain to focus • Listen Actively to understand the other’s perspective Paraphrase and Ask Questions to ensure you are accurately receiving the intended message • Take time to absorb what you heard • Take responsibility for your actions and behavior • Focus on the whole message, not just one or two aspects

21. Next Steps… • Look at your goals regularly • Meet with your supervisor regularly to review your progress • Notice and communicate changes in yourself and others • Give feedback throughout the year • Celebrate your successes • Learn from your mistakes • Keep in mind that this is a process – not an end in and of itself