Performance ManagementWebinar

Thursday, March 19, 2015

Agenda Introduction and Today’s Format

What is Performance Management?

The New Performance Management Policy

Campus Engagement

Resources

Frequently Asked Questions (FAQs)

Q & A

Introduction

Angie RosasHR SpecialistAcademic Personnel Office (APO)

Performance Management Subject Matter Expert

Patrick SheehanDirector of Workforce Relations, Classified Human Resources (CHR)

Performance Management Subject Matter Expert

Your Presenters Format• Presentation followed

by Q&A• Please hold your

questions until the end of the presentation

• Please email llemmer@ohr.wisc.edu for support issues during the webinar

• Video recording of webinar will be available on hrdesign.wisc.edu within 24 hours

Shelly Vils HavelTraining Coordinator and Program Lead,HR Design

QuestionsSubmit questions via the Questions panel

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webinar

What is Performance Management?

Performance Management is… an ongoing process where supervisors and employees work

together to plan, monitor, and review an employee’s work objectives, goals, and professional development.

comprised of frequent informal conversations including coaching, feedback and support to employees about their work, needs and accomplishments related to the duties and expectations of their positions.

Poll Question

The Performance Management Policy

The goal setting, mid-point, and summary evaluation conversations must be documented.

Supervisors must conduct at least four performance management activities with employees:Expectations

and goal-setting conversations

Informal conversations

Mid-point conversation

Summary evaluation

Who Does It Affect? Full-time permanent University (Classified) and Academic Staff

employees Part-time permanent University (Classified) and Academic Staff

employees Faculty who supervise University (Classified) and Academic Staff

employees University (Classified) project employees with positions lasting

one year or more Unclassified limited employees

Expectations and Goal-SettingManagers/supervisors should have initial expectation and goal-setting conversations with each of their new employees within 30 days of their start date, and annually after that. These discussions should cover the major duties of the employee’s position, work priorities, and how performance will be evaluated.

Date of the conversation, goals, and expectations identified in this meeting must be documented and then provided to the employee.

Informal Conversations

Managers/supervisors should regularly engage in informal conversations with their employees about the duties, expectations and performance. These meetings should include feedback, coaching and support about work, needs and accomplishments.

Mid-point Conversation

Managers/supervisors should conduct a feedback and coaching conversation approximately midway through a new employee’s probationary period and midway through each performance year after that. Documented mid-point conversations must identify whether the employee’s performance is meeting expectations.

Summary Evaluation All managers/supervisors should conduct summary

performance evaluations with their employees at the conclusion of each new employee’s probationary period and at the end of each performance year after that.

At a minimum, supervisors should discuss:

a. Whether the employee’s performance met expectations

b. Whether the employee achieved annual goals

c. Professional development needs and opportunities

d. Options to develop additional skills and knowledge to foster career growth

Policy Features and BenefitsPolicy features:• Flexibility for schools and departments to design and implement their own

programs that satisfy the policy requirements• Support given by central human resources with training, resources, tools and

consultations

A few of the benefits to employees:• Through regular feedback, managers and supervisors are aware and able to

identify high-quality work within a formalized process• Clarifies expectations in addressing performance issues and identifying

developmental needs• Through a performance management process that allows regular interaction,

supervisors and managers are better able to determine a professional development plan to further employee success

• Promotes job satisfaction

Policy Implementation TimelineTiming Activity

February 2015 Performance management policy received final approval

Spring 2015 Performance management policy learning tools, training and education introduced.

July 1, 2015 Performance management policy in effect. Policy implemented by all departments and divisions across campus.

July 1, 2016 Compliance date. Enforcement of policy for the previous year reflected in documentation of the required performance management elements (expectations and goal setting, mid-point conversation, and summary evaluation).

Campus Engagement

Audience(s) Topic

HR Reps Managers and supervisors

Performance Management Best Practices and Tools Focus Group

Shared governance Performance Management Policy Forum

Academic staff Performance Management Feedback Focus Group

HR reps Performance Management Implementation Feedback Gathering Session

HR Reps Managers and supervisors

Performance Management – End-User Requirements Building for Support Materials

A few of the recent ways in which campus feedback has been gathered…

Training ResourcesTiming Intended

Audience Resource Description

Available NOW All employees

Online Policy Walkthrough

An online overview of the policy components.

Beginning Spring/Summer 2015

All employees

Working in an Ever-Changing Environment Part I

A course on change management for all employees.

Beginning Spring/Summer 2015

Managers and supervisors

Working in an Ever-Changing Environment Part II

A course on change management for managers and supervisors.

Beginning Spring/Summer 2015

All employees

Introduction to SMART Goals – eLearning (online) Module

Online module on developing SMART goals. This is the first of several tools being developed to facilitate the conversations required by the performance management policy.

Training ResourcesTiming Intended

Audience Resource Description

Beginning Spring/Summer 2015

All employees

SMART Goals – classroom module

Classroom training on developing SMART goals.

Beginning Spring/Summer 2015

All employees

Skill Building – Classroom Training

Advanced training for the skills needed to facilitate the conversations required by the performance management policy.

Informational ResourcesTiming Intended

AudienceResource Description

Available NOW All employees Performance management webpage on hrdesign.wisc.edu

Includes links to policy, resources and trainings

Available NOW All employees Performance management FAQ

FAQ document on the performance management policy

Available NOW All employees Performance management fact sheet

Basic overview on the performance management policy

Available Spring 2015

All employees How performance management helps employees

A short video providing an overview of the how the performance management policy helps UW-Madison employees and the University as a whole

Frequently Asked Questions

• Divisions will work with their departments to identify a process that works for them. Divisions will work with Central OHR to ensure the evaluations are occurring.

Who Will Make Sure the Evaluations are Getting Done?

• Yes, as long as the review form meets the performance management policy requirements.

Will Departments Still Use Their Own Review Forms?

Frequently Asked Questions

• Each division is free to design and carry out a customized performance management program that satisfies all required elements of the campus-wide policy.

How will this system provide flexibility to schools and divisions?

• Yes. Faculty members who supervise Academic or University Staff members will be responsible for conducting performance management activities in accordance with the university policy.

Will faculty who supervise Academic or University (Classified) Staff be responsible for implementing the performance management policy?

Poll Question

Questions?

Please type your questions into the chat window and we will address as many as possible.

If your question isn’t addressed today:

1. Check hrdesign.wisc.edu

2. Email hrdesign@news.wisc.edu

Audience Q & A

Thank You!