Champlain College Performance Management · 2020. 7. 9. · 2014/2015 Training Session for...

Champlain College

Performance Management

2014/2015

Training Session for Employees

1

Objectives

2015 Themes: Reflect, Review and Plan

Development and Performance

Engagement

Connection to the 2020 Plan

2

3

Champlain Aligned

3

2020 Strategic Plan

Institutional Priorities

Champlain College

Mission and Vision

Individual Performance and

Development Planning

Department Goals

Divisional Strategies and Priorities

Individual Employee Goals

4

Achieve Distinctive Academic Excellence

Enrich Student Life and Career Opportunities

Fostering an Inclusive & Diverse Community

Excite, Engage, and Empower Faculty & Staff

Enhance Financial Stability

5

Components of Performance Management

PLANNING – GOAL SETTING

COACHING FOR PERFORMANCE

PERFORMANCE EVALUTION

PROFESSIONALDEVELOPMENT

Timeline

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June-August 2014

•Goals established for 2014/2015

January 2015

•Mid-year performance discussions

March/April

•Manager & Employee Training sessions

March/April

•Self-Evaluations Completed

May/June

•Performance Review Discussions held

June

•Compensation Planning

5/15

Evaluations

due to next

level Mgmt.

6/19

Performance

meetings

completed

4/17

Employees

submit self-

evaluations

Timeline

7

Dates Actions

March 30 – April 10 • Employee and Manager training

March 30th • Workday Performance Management launched

March 30th • Managers request from employees their written

self-evaluations

• Managers schedule performance evaluation

meetings

March 30 – April 17 • Employees submit self-evaluations to managers

• Managers may hold pre-evaluation meetings with

employees where desired

Dates Actions

April 20 - May 15 • Managers draft employee performance

evaluations

• Managers submit evaluation to next level of

management for review and/or discussion

• NOTE: Evaluation are due to next level of

management by May 15th

May 15 - 29 Next level of management reviews evaluation and

provides managers feedback

June 1 - 19 Managers hold performance evaluation meetings

with employees

June 19th NOTE: All performance evaluation meetings

must be completed by June 19

June 19th Completed Performance Evaluations must be

fully approved and through the Workday

process by June 19th

8

9

Employee completes

Self-Evaluation

Manager approves Employee

Self-Evaluation

Manager completes Manager

Evaluation on

Employee

Manager’s Manager approves Manager

Evaluation

Manager provides Manager Review

Comments

Employee provides

final Employee

Review Comments

Please make sure you are fully satisfied with

your self evaluation before you submit. This

should be your final draft. All within

Workday

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• Functional Process

• Workday Technology

Performance Goals

Job Responsibil

itiesCompetency

Development Needs

Excite, Engage,

Empower

Additional Performance Evaluation Comments

Overall Summary

Performance Evaluation Tool

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Performance Goals• Established last summer

• 4 – 7 Goals

• SMART goals “Establishing SMART Goals”

• Specific

• Measurable

• Achievable

• Realistic

• Time Bound

• Include unplanned goals


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Overall Rating – Scale

• Far Exceeds Expectations: Performance that is consistently superior and far

exceeds job standards and goals.

• Exceeds Expectations: Performance that often exceeds job standards. These

individuals perform at a level noticeably above what is expected.

• Successfully Meets Expectations: Performance that consistently meets and

sometimes exceeds job standards. These are individuals who make valued

contributions to the success of the institution at the level that is expected.

• Partially Meets Expectations: Performance that partially meets but occasionally is

below acceptable job standards. These individuals perform inconsistently and need

to improve.

• Fails to Meet Expectations: Performance that consistently does not meet job

standards over the rating period.

13

Tips:

• Use the “Pull in Goal” feature to access

all your entered goals.

• Use “not applicable” as a status if goal is

not rated.

• May select more than one category.

• Unplanned Goals? Add as an additional

goal and indicate they were unplanned.

• Not applicable vs Not Started

• Next year’s goals will be a separate

process

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Job Responsibilities

• Summary of current job responsibilities

• Not a “task list”

• Section is rated


15

Tips:

• Summarize your job responsibilities in

one section (do not use the (Add) button

multiple times).

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Staff competencies

• Achievement Orientation

• Adaptability

• Client Focus

• Continuous Learning

• Critical Thinking

• Diversity & Intercultural Understanding

• Teamwork &Inclusion

• Comments – Observations, clarification, examples

• Tool – Staff Competencies Development Workbook

• Competencies will not be rated


17

Tips:

• Review this section to verify that

you have commented on each

competency.

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Development Needs

• Reflection on past year

• Has the need been completed?

• Ongoing?

• Time well spent here will pay off in spades

• Purposeful development plans

• Monitoring, coaching and supporting along the way

• Regular check-ins


19


Tips:

• You can use the “Add Existing” box if you have already entered these into

Workday.

• Relates To gives the option of linking to a staff competency.

• Use the (+) button to add a new item.

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Excite, Engage, Empower• What would excite you?

• How do you like to be engaged?

• What will make you feel empowered?

• Opportunity for employees to provide feedback to your manager,

your department or the institution

• Review the employee’s last self-evaluation… what did they say?


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Additional Performance Review Comments• Feedback received from colleagues, stakeholders, vendors

• Catch-all

• Summary


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Additional Performance Evaluation Comments:

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Overall rating• Does the rating match the writing?

• Performance rating calibration


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Overall Rating – Scale

• Far Exceeds Expectations: Performance that is consistently superior and far

exceeds job standards and goals.

• Exceeds Expectations: Performance that often exceeds job standards. These

individuals perform at a level noticeably above what is expected.

• Successfully Meets Expectations: Performance that consistently meets and

sometimes exceeds job standards. These are individuals who make valued

contributions to the success of the institution at the level that is expected.

• Partially Meets Expectations: Performance that partially meets but occasionally

is below acceptable job standards. These individuals perform inconsistently and

need to improve.

• Fails to Meet Expectations: Performance that consistently does not meet job

standards over the rating period.


26

Tips:

• The Overall rating is based on the ratings from the Performance Goals and

Job Description

• Can override default

• You will receive an error if rating is empty

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Summary

• Review the summary of your full Performance Review for 2014/2015

• Submit to your manager via Workday

• No changes can be made by employee after submitted


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When you are complete your self-evaluation you will need to

click the green submit button. You will not be able to make

any changes after you submit.

Tips:

• You may exit at anytime (by going to the

Workday homepage or clicking the Save for

Later button) and it will save and resume

where you left off (note: if you time out it will

not save).

• Once submitted no changes can be made.

• You can print the review before submitting.

• When manager approves – they are

acknowledging receipt – does not mean they

agree with every piece.

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Overall Process in Workday1. Employee completes Self-Evaluation

2. Manager approves Employee Self-Evaluation

3. Manager completes Manager Evaluation on employee

4. Manager’s manager approves Manager Evaluation

5. Manager provides Manager Review Comments (releases Manager Evaluation to

employee)

6. Employee provides final Employee Review Comments (receipt

of Manager Evaluation)

All within

Workday

Resources

• Last performance review form

• Staff Competency Development Workbook

• Establishing SMART Goals Work paper

• Your manager

• The People Center

• Instructions within Workday via Canvas

30

Thank You!

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SMART Goal Setting

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S

Specific

M

Measureable

A

Achievable

R

Relevant

T

Time Bound

SMART goals allows leaders to:

• Maintain clarity of what it is they wish to achieve

• Monitor their progress on an ongoing basis

• Allocate resources in support of reaching a goal

• Plan an employee’s progress towards reaching goals

• Redirect or refocus an employee’s energy back towards a goal when necessary

SMART goals allows employees to:

• Understand what is expected of them

• Monitor their own performance against the goals

• Empower them to achieve results

• Be clear on the criteria for evaluation

• Know what the target for solid performance looks like, so that they can hit it

Champlain College Performance Management · 2020. 7. 9. · 2014/2015 Training Session for...

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