Performance Evaluation

1
Performance Evaluation

• June 22, 2004

2
Objectives

• Review timelines and document requirements
• Review rating definitions and performance
  increases
• Discuss employee self assessment feedback process
• Review the pitfalls of performance evaluation
• Provide opportunity for reflection on difficult
  conversations.

3
Whats New?

• You may begin the evaluation process effective
  7/1
• If you complete the evaluation but the employees
  performance degrades before the end of the cycle,
  the supervisor or reviewer may change the
  evaluation and rating before the end of the cycle.

4
Time lines

• Original performance evaluation with attachments
  to HR by 9/24
• New personal learning goals to HR by 9/24
• Any changes to EWP by 10/22

5
The Ratings

• Contributor
• Fully meets core responsibilities and measures
  and who has occasionally gone above and beyond
  the expected.
• Performance is very impressive with many
  accomplishments and works consistently at a high
  level of performance.

6
The Ratings

• Extraordinary Contributor
• Consistently performs out of the ordinary. Has an
  unusual positive impact on the work environment.
  Work is characterized by exemplary
  accomplishments throughout the rating period.
• Must have received at least 1 documented
  Notification of Extraordinary Contribution form
  within the performance cycle and before 9/1/04

7
The Ratings

• Below Contributor
• Employees work fails to meet the basic criteria
  of the job function.
• Must have received at least 1 documented Notice
  of Improvement Needed form before 9/1/04. An
  improvement plan must be developed.

8
Increases

• Active, non-probationary employees who receive
  contributor or above will receive 3 effective
  11/25/04.
• Probationary employees may receive a pro-rated
  increase.
• We are waiting for further details on other
  increases.

9
Pitfalls of Performance Evaluation

• Lack of preparation
• Insufficient feedback
• Failure to listen
• Failure to communicate standards
• Differing perceptions
• Excessive leniency or strictness
• Confrontation

10
Halo Effect
Focusing on a single outstanding dimension
11
Horn Effect
Opposite of Halofocus on negative aspects
12
Recency Factor
Focusing on more recent events
13
Primacy
Focusing on information from the beginning of the
appraisal year
14
Central Tendency
Focusing on the average when behavior/performance
varies
15
Legal Issues in Performance Evaluation

• Unclear communication
• Lack of specific goals
• Improper or lax recordkeeping
• Inaccurate or exaggerated performance ratings
• Lack of follow-up

16
Advantages of Record Keeping

• Legal protection
• Easier performance reviews
• Clearer communication, more specific
• Goals

17
Disadvantages of Recordkeeping

• Legal issues
• Confidentiality
• Consistency

18
Work Records

• Job descriptions
• Performance standards or goals
• Performance log
• Attendance calendar
• Accident reports

• Personal data sheets
• Training records
• Policy memos
• Past performance reviews

19
Points to keep in mind.

• Work records are confidential
• Employees should be aware of info in your records
  and how it will be used
• Keep records on all employees
• Record incidents immediately
• Have employees sign documents
• Review records to ensure consistency

• Be consistent with the frequency of entries
• Document important discussions
• Be specific about subjective attributes
• Avoid comments that could be considered
  retaliatory
• Beware of words that denote age, race, etc.
• Treat record as if they may turn up in court.

20
Employee Self-Assessment

• Process
• Usage
• Supervisory Challenge

21
Reflections
22
Supervisory Challenge