2015 Civil Service amp Academic Professional Positions WELCOME These quotes were reportedly taken from actual federal employee performance evaluations Since my last report this employee has reached rock bottom and has started to dig ID: 467748
Download Presentation The PPT/PDF document "PERFORMANCE EVALUATION WORKSHOP" is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.
Slide1
PERFORMANCE EVALUATION WORKSHOP2015 Civil Service & Academic Professional Positions
WELCOME
Slide2
These quotes were reportedly taken from actual federal employee performance evaluations:“Since my last report, this employee has reached rock bottom and has started to dig.”“His men would follow him anywhere, but only out of morbid curiosity.”“This employee is really not as much a has-been, but more a definite won’t-be.”“Works well when under constant supervision and cornered like a rat in a trap.”“When she opens her mouth, it seems that it is only to change feet.”“He would be out of his depth in a parking lot puddle.”
“This young lady has delusions of adequacy.”
“Takes him 1 ½ hours to watch 60 minutes.”Slide3
Performance Evaluation Workshop
Purpose of Evaluation:
Optimize Performance
Continuous process
Two-way processSlide4
Performance Evaluation Workshop
Purpose of Evaluation
Employee Development
Supervisor
Framework
Feedback
Opportunity
Reinforce
Identify & correctDocument performanceSlide5
Performance Evaluation Workshop
Purpose of Evaluation
Employee
Development (cont.)
EmployeeJob expectations
Performance expectations
Coaching
ReinforceSlide6
Performance Evaluation WorkshopEvaluation process:
Establish goals, expectations and standards
Continuous feedback
Self evaluation
Pre-evaluation review by dept. head
Evaluation interview
Finalize evaluation
Slide7
Performance Evaluation WorkshopGoal setting is completed as part of the annual evaluation process.
As you review accomplishments and performance for the previous period, you also set goals with the employee for the coming year.
What’s a goal?
Specific statements that describe result to be achieved
SMART Goals
Specific
Measurable
Achievable Results Oriented Time BoundSlide8
Performance Evaluation WorkshopExamples of Unclear Goals:
Continue to work on cross-training manual.
Work toward becoming the MS Word expert for your work group.
Examples of Clear Goals: Create a new cross-training manual by November 15, 2015.
Become work group MS Word expert by attending at least 15 hours of training and provide a mini-training session to co- workers.Slide9
Performance Evaluation Workshop Performance factors:
Job knowledge
Judgment
Reliability and commitment to the job
Customer service
ProductivityCommunication skills
Teamwork, cooperation, attitude & interpersonal skills
Supervision & leadership
Slide10
Performance Evaluation WorkshopPerformance measures:
Unacceptable
Needs improvement
Performs commendably
Exceeds expectations
Insufficient opportunity to observe Slide11
Performance Evaluation WorkshopPreparing for Evaluations - Information Gathering
Notes from ongoing meetings, assignments, observations, list of accomplishments, reflections during the year
Job Description
Individual’s Resume
Previous Performance Evaluations and projects, goals
Feedback from students/customers/co-workers/othersLetters of appreciation, planning meetings, performance discussions, professional development programs attendedSlide12
Performance Evaluation WorkshopEvaluation interview:
Notify in advance
Appropriate location and amount of time
Employee Self
E
valuationReview Self Evaluation prior to meeting
Review Employee Performance Factors
prior
to meetingDiscuss performance with your supervisor prior to meeting Slide13
Performance Evaluation WorkshopEvaluation interview (cont.)
Discuss achievements, performance, and areas for improvement
Review and discuss previous goals
LISTEN, LISTEN, LISTEN
Focus on job performance rather than non-job related factors
Be specific with praise and criticismNot primarily for discipline or reprimand
No surprises
Develop goals for new year
Slide14Slide15
Performance Evaluation WorkshopEvaluation obstacles:
Halo/horn effect
– employee’s extreme competence in one area “shines” over others. Conversely, employee does poorly in one area and this overshadows all areas.
Leniency/severity
– supervisor is viewed as being too hard (severity) or too easy (leniency.)
Central tendency – supervisor tends to rate everyone as a average.Just Like Me – being more favorable to people who are like you.
Recency
Effect
– focusing on recent performance instead of entire year.Inflated rating – when supervisors use “satisfactory” as their lowest rating.Slide16
Performance Evaluation WorkshopGuidance & Forms:
http://www.uis.edu/humanresources/recognition/evaluations/Slide17
Performance Evaluation Workshop2015 Evaluation Cycle
Full evaluation period
April 1, 2014– March 31, 2015
Evaluations to be conducted beginning
April 1, 2015
Performance Evaluations forms due in Human Resources by June 5, 2015Slide18
Performance Evaluation WorkshopNext Steps in the Performance Management Process:
Yes, It’s a
Process
Managing people means involvement in individual’s work performance and professional development
Document ongoing observations of performance
Communicate your observations with the employee – don’t wait for the performance appraisal! - Feedback on improvement areas and goals
- Department needs and expectations
- Professional Development opportunities
- Recognition of progress and contributionsSlide19
Performance Evaluation WorkshopConclusion
Performance Evaluation
is a collaborative process
Goal is to provide specific feedback (good & bad) on job performance with the ultimate aim of
IMPROVING PERFORMANCE
and connecting individual performance to the University’s mission, vision, values and strategic initiatives.Slide20
Performance Evaluation WorkshopThis year’s process will include a category around Leadership Lived whereby the supervisor will indicate the employee’s level of living the UIS brand via one or more of the four brand “promises.”Slide21
What is Leadership Lived?UIS’ Four Core Attributes
Teaching-focused Academic
Experience
An Abundance of Opportunities to
Collaborate
A Right-sized, Supportive CommunityA Tradition of Educating Public Servants and LeadersSlide22
Performance Evaluation WorkshopSelect
Good to Great
Quotes – Jim Collins
“The
moment you feel the need to tightly manage someone, you’ve made a hiring mistake.”
“Expending energy trying to motivate people is largely a waste of time… if you have the right people on the bus, they will be self-motivated.”““Stop doing” lists are more important than “to do” lists.” “It is much easier to become great than to remain great.”
“Bad decisions made with good intentions, are still bad decisions.”
“Greatness is not a function of circumstance. Greatness, it turns out, is largely a matter of conscious choice, and discipline.”
“Great vision without great people is irrelevant.” “Greatness is an inherently dynamic process, not an end point. The moment you think of yourself as great, your slide toward mediocrity will have already begun.”“True leadership only exists if people follow you when they have the freedom not to. If people follow you because they have no choice, then you are not leading.”Slide23Slide24Slide25
Thanks For Attending!
Questions?