Performance Management: Focus on Performance
Appraisals
facilitated by:
Aaron Greenberg and Maureen Simunek-Appelt
Office of Human Resources
Nova Southeastern University
Course Objectives
After completing this workshop, the learner will be able to:
Understand NSUs performance rating scale
Fill out a Performance Appraisal Form Conduct meaningful performance appraisal discussions
Be prepared for some common challenges of the appraisal process
Set effective goals with employees
Your Experience
Think about your last review:
What thoughts come to mind?
What went right, what went wrong?
Performance Management
An iterative process of goal-setting, communication, observation and evaluation to support, retain and develop exceptional employees for organizational success.
Set Goals
Communicate
Evaluate
Observe
Why Manage Performance?
To reach organizational mission and goals
Encourage and reward behaviors aligned with organizational mission and goals Curb or redirect non-productive activities
What do Employees Expect?
Clear expectations
Positive/constructive feedback on a regular basis Involvement in goal setting
Be treated fairly and consistently
Sharing of information and resources Job/career enrichment opportunities
Planning for the Process
Review employees job description
Understand the performance measurement system Review notes from the year
Understand employee expectations
Types of Appraisal Forms
Exempt
Exempt Managerial Non-Exempt Senior Administrator
Forms are available online at:
http://www.nova.edu/cwis/hrd/ohrforms.html
Rating Scale
4 - Excellent (Exceeds Standards) 3 - Good (Fully Meets Standards) 2 Acceptable (Usually Meets Standards) 1 Unsatisfactory (Fails to Meet Standards)
Excellent (Exceeds Standards)
Clearly considered to be exceptional performers. Consistently exceed the communicated expectations of the job function, responsibility or goal. Demonstrate unique understanding of work beyond assigned area of responsibility. Identify needs and provide unique, innovative and workable solutions to problems. Achievements and abilities are obvious to subordinates, peers, managers and customers.
Good (Fully Meets Standards)
These employees are on track and fully achieve expectations. Independently and competently perform all aspects of the job function, responsibility, or goal. Performance consistently meets the requirements, standards, or objectives of the job. Occasionally exceeds requirements. Recognizes, participates in, and adjusts to changing situations and work assignments.
Acceptable (Usually Meets Standards)
Generally meet expectations required for the position. Competently perform most aspects of the job function, responsibility or goal. May require improvement in one or two areas of consistent weakness. Employee requires coaching in a weak area or may need additional resources or training to meet expectations.
Unsatisfactory (Fails to Meet Standards)
Employees with this rating fail to satisfactorily perform most aspects of the position (or function). Performance levels are below established requirements for the job. Employee requires close guidance and direction in order to perform routine job duties. Performance may impede the work of others and the unit. A performance improvement plan must be submitted to OHR.
Scheduling the Meeting
Notice
Location Self-evaluation
Appropriate form Comments
Supervisory approval
Filling out the Form
Review notes Behaviors vs. value judgments Align categories on form with employees job responsibilities Optional categories Set goals
Setting Effective Goals
Quick Tips
S.M.A.R.T. Goals
Specific Measurable Achievable/Agreed Upon Relevant Time-bound
Set Goals Communicate
Aligned
Adjustable
Evaluate Observe
Common Mistakes
Labeling Recency Central Tendency Leniency Horns/Halo Effect Constancy Similarity
Performance Appraisal Practice
Review Performance Appraisal for items that are:
Under-rated Over-rated Poorly stated
Refer to employee background Rewrite Performance Appraisal using tools reviewed today Make sure to fill out the form completely including the Goals section
Common Performance Appraisal Challenges
Conducting the Meeting
Review rating system
Discuss employees self review
Let employee talk
Be aware of all three parts of the messages you send:
Words Tone Body Language
Stay focused on performance
Dates to Remember
Appraisals due to your HR contact before May 1, 2009 Review form with HR contact before meeting with employee No reclassifications between April 1 and July 31, 2009
