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2013-2014. Pilot Group - PeopleAdmin Performance Review Training III. Welcome Pilot Group!. Performance Review Cycle. Pilot Group Session 3. Timeline Self-Review Supervisor Review Reviewing Officer Performance Review Discussion Acknowledgement History and Printing.
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Pilot Group - PeopleAdmin Performance Review Training III
The criteria established in the plan carries over into the Self Review!
The employee should complete the “job specific criteria” portion, selecting the assessment and completing the comments portion. Once complete, the employee should click “next”.
The employee should complete the “individual goals” portion selecting the assessment rating and completing the comments portion. Once complete, the employee should click “next”.
The employee should complete the “Top 3 Accomplishments” portion. After entering each item the employee should click “add entry” until 3 accomplishments have been listed. Once complete, the employee should click “next”.
The employee should provide comments in the “Professional Development Plans” portion.
**It is important to complete all tabs before submitting the self-review to your supervisor.**
Once complete the employee should click “complete”.
Rating falls between a 1.0 and a 3.0 in increments of .25 (1.75, 2.0, 2.25 etc.).
Performance consistently greatly exceeds job standards and established goals. Unexpected assignments are handled with above average skill. Frequently exceeds major requirements and expectations; accomplishments are noteworthy and highly valued. Demonstrates exceptional quality in most of the essential areas of responsibility. This rating is given to employees who exhibit high overall performance, routinely go beyond what is expected in order to substantially surpass the majority of their key performance expectations and have exceeded expectations in their job criteria.
Performance consistently and reliably meets job requirements and critical goals are achieved. Results are consistent with those of a fully trained and motivated employee. Employee exhibits solid performance which consistently fulfills expectations and satisfactorily accomplishes all objectives.
Employee may meet most job standards, but requires more than usual supervisor follow-up and direction. Steps must be taken to further develop targeted areas which will improve overall performance. A professional development plan to improve performance must be outlined and monitored, with timelines for improvement established.
The criteria established in the plan carries over into the Supervisor Review!
Supervisor should provide comments in each of the performance criteria; job specific criteria, individual goals and professional development sections.
Quick Tip: you can open multiple windows to view the employee’s self-review and any multi-rater feedback!
Go to “file” then “new window”.
Supervisor should click “complete” once the review is finalized – will now go to the Reviewing Officer
Please prioritize your 9 and 10 month employees!
The entire process must be complete before they leave for the summer.
Ensure to leave time for the reviewing officer approval and the performance discussion.
Reviewing officer should communicate to the supervisor when the review has been approved or returned.
Once the reviewing officer has acknowledged the review, the review is with the supervisor. All supervisors must strive to meet with their employees as soon as possible once the reviewing officer has acknowledged and approved the review.
After the meeting, supervisor should document the discussion in the progress notes
Performance Management PowerPoint and other resources are located at: http://www.gonzaga.edu/hr, then click on performance management on the left column.