Introducing ePerformance to UH Managers

1. Introducing ePerformanceto UH Managers Monica Morgan,JD, SPHR Director, HR May 2010

2. Developing an Effective Performance Evaluation & Management Process

3. Agenda • Why Change? • Current PCD Process • ePerformance • Projected Timeline for Implementation

4. Why Change? • Paperless Initiative • Align Performance to UH Strategic Principles • Institutional Excellence • Recruitment and Retention • Accountability and Institutional Efficiency • Need for an Interactive Ongoing Evaluation Process

5. Why Change? • Administrative Services 1171 31.7% • Auxiliary Services 170 4.6% • Executive 53 1.4% • Faculty Administrative 25 0.7% • Information Technology 406 11.0% • Operations 631 17.1% • Research 354 9.6% • Student Services 696 18.9% • University Image 185 5.0% _______________________________________________ TOTAL 3691 100.0%

6. Current PCD Process • Administratively Intensive • Inconsistency Across Campus • Focus on Recent Behavior instead Promoting an On-Going Communication Dialogue • One Time Snapshot • Merit Impacted Employee Ratings

7. Current PCD

8. ePERFORMANCE • An electronic PCD: • Automated evaluation process for both manager and employee: • Job Descriptions • Competencies • Goals • UH Initiatives • Improved uniform and objective method to evaluate job performance: • Rather than the current perceived PCD process which is considered to be too subjective and arbitrary. • Helps create documented links between performance review, development initiatives, execution of tasks, appraisal of employee progress and compensation.

9. ePERFORMANCE PROCESS Manager Completes Performance Documents HR Build the Document Template and Creates Performance Documents Manager Meet with Employee to Review Document Workflow notification Sent to Employee with link to Document Evaluation Period began: Manager Review Employee’s Performance - Manager updates System throughout the year – Notes only reviewed by Manager Workflow notification sent to sr. manager for approval Manager and Employee Meet to Conduct Performance Review Completed Evaluation is Routed to HR

10. Positive Outcome • Performance for an employee will be electronically archived. • Feedback can be more frequent throughout the year. • Updating achievements or adding goals or training as the year progresses. • Encourages Consistency • job description and core competencies that are relevant to the position. • Training and development can be based on specific needs. • Specific family or subfamily of jobs to improve skill sets • Increases retention and reduces turnover.

11. ePERFORMANCE PROGRESS DIAGRAM Phase 1 Phase 2 Phase 3 Develop Competencies Educate/Train Managers Accurate Job Descriptions Benchmark to Market Gap Analysis to Deliver Training and Development Valuable Competency Development Electronic PCD Customer Service Initiatives Routing and Workflow

12. Time Line

13. ePERFORMANCE DEMO