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PATH Performance Management Overview of Performance Management for HR Liaison Network

PATH Performance Management Overview of Performance Management for HR Liaison Network. February 7, 2013. Topics. Implementation Plan Current Online Users Current Paper Format Users Performance Evaluation Module Launch. Performance Management Implementation Plan. Finish what you started

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PATH Performance Management Overview of Performance Management for HR Liaison Network

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  1. PATH Performance Management Overview of Performance Management for HR Liaison Network February 7, 2013

  2. Topics • Implementation Plan • Current Online Users • Current Paper Format Users • Performance Evaluation Module Launch

  3. Performance Management Implementation Plan • Finish what you started • Conduct evaluation meetings: April 1 –May 31 • Follow format used last evaluation cycle • Use same 2012 factors and ratings for review discussion • No need to complete future performance goals written section at this time • Do develop goals and discuss with employee

  4. Current online users • Use the SSO login to select TAMUJobs menu • Begin new evaluation • Complete these tabs for 2012-2013 review year Competencies I, II, III Evaluation Detail Optional Factor Job Duties Position Description Competencies I, II, III Competencies I, II, III Attach documents Current Objectives/Goals Overall Rating Future Objectives/Goals

  5. Current Paper Format users • Access the form on our HR website • http://employees.tamu.edu • Completing Part I- Performance Evaluation • Use 5-level ratings for Factors & Overall rating • Completing Part 2- Action Plan & Certifications • Select correct Training and PD confirmations • No need to complete Performance Action Plan section at this time • Do develop goals and discuss with employee

  6. Employee Performance Management Module Launch • Start at the very beginning… • Anticipate early June for program access • Supervisor creates 2014 performance plan: • Job duties and responsibilities (current PD) • Behavioral Competencies • Performance Goals/Objectives • Employee acknowledges plan

  7. Employee Performance Management Module Launch • Watch for training opportunities • Snippets, help desk, and face-to-face sessions • Encourage supervisors to participate • Monitor PATH project pages for updates • Resources added as developed

  8. How may we help you? Michele Kinney Assistant Director 979.862.4027 Employee-Relations@tamu.edu Next Presenter

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