Staff Performance Management - George A. Smathers …€¦ · · 2013-03-11Staff Performance...
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Transcript of Staff Performance Management - George A. Smathers …€¦ · · 2013-03-11Staff Performance...
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Staff Performance
Management
At the University of Florida http://hr.ufl.edu/emp_relations/performance
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Today’s Agenda
1. Performance Management Concepts
2. UF Process
3. UF Forms
4. Tips for Supervisors
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Performance Management
Concepts
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Performance Management
Overall Objective
• To achieve optimal results from UF
employees by establishing and
communicating integrated
performance measures and goals.
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Performance Management
Is meant to: • Ensure employees understand the
measurements and standards for which they’re
being evaluated
• Promote a sense of fairness
• Help employees identify and develop skills and
behaviors needed to be successful
• Provide an opportunity for two way
communication
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Performance Management
• Job performance
• Work-related behavior
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Performance Management
Feedback comes in two flavors:
• Reinforcement
• Redirection
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Performance Management
Helpful feedback is:
• Focused on acts, not attitude
• Inquiring
• Timely
• Directed toward the future
• Goal oriented
• Supportive
• Continual
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Performance Management
Documentation should be:
• Accurate
• Behavior Focused
• Consistent
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The UF Performance
Management Process
http://hr.ufl.edu/emp_relations/performance
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Types of Appraisals
• Annual
• Probationary
• Special
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UF Annual Appraisal Period
• Appraisals completed in March
Evaluation period:
– March 1, 2012 - February 28, 2013
• Appraisal presented to employee
and returned to Library HR by:
– Monday, March 25, 2013
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Appraisal Period Impacts
• Leaves of Absence
• Probationary Periods
• Special Appraisal
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Leaves of Absence
• Rating periods for employees on
leaves of absence are not adjusted
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Probationary Appraisals
• 6 months
• If ends before December 31 complete an
annual appraisal in March – for period
between end of probationary and
February 28
• If ends after December 31 but before
annual - skip annual
Questions?
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Special Appraisals
• Covers evaluation for period of 60
days to 6 months
• Notes changes in performance
• Contact Library HR if you believe a
special appraisal is warranted
Questions?
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UF Default Ratings
• No completed probationary
appraisal?
– ―Achieves‖ by default
• No annual appraisal?
– The previous rating continues
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Formats for UF Appraisals
• Narrative (letter) and UF Appraisal
Form used for:
– Exempt TEAMS
• UF Appraisal Form used for:
– All nonexempt TEAMS
– Both exempt and nonexempt USPS
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Let’s Look at the Forms
http://hr.ufl.edu/emp_relations/performance
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Teams Exempt
• Available as an online writable
Word document
• Top section provided by LibHR
• Provide an overall rating
• Encourage employee self
assessment
• Narrative evaluation attached
• Goals to be set for coming year
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Teams Exempt
• Employee Acknowledgement
• Written comments/rebuttal within 10
days of receipt of appraisal
• Section on outside activities
• 2nd level sup review & sign prior to
employee
• Review position description
• Sign & submit
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Teams Exempt
Overall Ratings – no score
• Exceeds
• Above Average
• Achieves
• Minimally Achieves
• Below Performance Standards
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All USPS and Non-Exempt TEAMS
• Available as an online writable
Word document
• Top section provided by LibHR
• Identify Appraisal Type
• Encourage employee self
assessment – categories provided -
include goals
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Performance Categories
• Work Performance
• Attendance/Reliability
• Customer Service
• Initiative/Productivity
• Teamwork & Interpersonal Skills
Each category receives a rating
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Overall Rating
• Exceeds (24-25)
• Above Average (20-23)
• Achieves (15-19)
• Minimally Achieves (10-14)*
• Below (5-9)*
*Contact Library HR before assigning an overall rating of
―Below‖ or ―Minimally Achieves‖
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Supervisor’s Assessment
• Provides comments on performance
categories
• Provides ratings for each category -
whole numbers only – ratings guide
• Writes goals
• Adds for Total Score
• Determines Overall Rating
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Supervisor’s Assessment
• Supervisors, when leaving a work
unit, are strongly encouraged to
complete a preliminary appraisal
before exiting
– To be retained and considered by
incoming replacement supervisor
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Remarks/Signature Block
• Room for employee remarks
• Signatures needed by:
– Employee
– Immediate supervisor
– 2nd level supervisor
• Additional space for more
comments from the supervisor (if
needed)
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To Close
• Original to employee
• Copy to Library HR
• Library HR sends copy to Employee
Relations
– Overall rating entered into PeopleSoft
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Tips for Supervisors
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Before the Session
• Talk with your employees about
– The UF Appraisal Form
– Appraisal time frame
– Five evaluative performance
categories
– Five ratings (if appropriate)
– Self-evaluation and supervisor
evaluation
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Before the Session
• Remember: Nothing that is
discussed on form or in the letter
should be a surprise
• These should formalize your
ongoing feedback to employees
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Before The Session
• Provide employee with Self-
Assessment page to be completed
– Ask the employee to return it to you
before the appraisal session or to
bring it to the session—your choice
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The Appraisal Session
• Choose a convenient time
• Choose an appropriate location
– Provides privacy
– Is away from immediate work area
– No interuptions
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The Appraisal Session
• Inform employee of the purpose
• Plan your meeting
• Begin and end with a positive
• Emphasize growth and
development
• Encourage open discussion
• Avoid joking
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Common Rating Errors
• Carry-over
• Incentive
• Central tendency
• Halo/pitchfork effects
• Guilt by association
• Compatibility
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Inflated Appraisals
• Can affect
– Appraised employee
– Other employees
– The organization
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Quiz
What is a reason we do performance
evaluations?
Fill in the blank –
Helpful feedback is ………………….
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Questions?
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HR Offices
• Main Office – 392-2477
• E&G and Auxiliaries - 392-6615
• Health Science Center - 392-3786
• Physical Plant Division - 392-2333
• IFAS - 392-4777
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Thanks for attending!
Please sign the Attendance Roster before you leave.