|Supervisor Completes the Plan||
The Supervisor owns the first step in the Performance Management process – the process begins when the Supervisor completes the Performance Plan.
The Evaluation process begins with a review of the employee’s Employee Work Profile. This document includes the Core Responsibilities of the position, as well as elements that define how each Responsibility will be measured. Changes to the EWP cannot be made at this point of the performance review cycle, but the Supervisor should review the Core Responsibilities and Measures.
The plan also includes a list of the Performance Factors that all employees are evaluated on.
The Professional Development Goals that were established at the beginning of the cycle are also part of the Plan.
|Employee Completes Self-Assessment||Once the Supervisor completes the Plan, the employee will have an opportunity to complete a Self-Assessment. This is encouraged, but is not required.|
|Supervisor Creates Evaluation||After completion of the Self-Assessment, the evaluation is passed back to the Supervisor for creation of the Evaluation. The Supervisor will take the EWP, Self-Evaluation, feedback from others, and other documentation into consideration as s/he completed the evaluation.|
|Reviewer Gives Approval / Makes Comments||Once the Evaluation has been completed by the Supervisor, the Reviewer will review the evaluation. S/he may Approve the Evaluation, or send it back to the Supervisor for additional work.|
|Supervisor / Employee Meet||The employee and Supervisor will meet to review the evaluation.|
|Employee Acknowledges Evaluation||Once all reviews have been done, the Employee indicates that s/he has reviewed the evaluation. This indicates that the employee has reviewed the evaluation – but does not convey agreement.|
Every classified employee must be given the opportunity to conduct a self-assessment; the Self-Assessment is part of the performance evaluation process. If an employee completes a self-assessment, you must consider this information as you complete your assessment of his/her performance. Notify your staff of your deadline to complete their online self-assessment. Allow at least two weeks for staff to prepare self-assessments so that you can consider this information as you complete their evaluations to meet your deadline.
As an employee, factors to consider for the self-assessment include:
- General accomplishments and obstacles during the performance cycle
- Achievement of the core responsibilities/measures of their position
- Implementation of the performance factors (interpersonal skills, communication, safety, attendance, etc)
- Learning points from this cycle.
- Desired goals and training for the new cycle.
Additional information and tips on completing the Self Assessment are available for your review.
Use the current EWP to rate each core responsibility, special assignments, and applicable performance factors, taking into consideration any submitted employee self-assessment. Assess the employee’s progress toward meeting his/her learning goals. Determine the overall performance level. This action requires your judgment and objective assessment of the employee’s total job performance throughout the review cycle. Please consult with HR in cases where an employee has been on periods of extended leave.
If you find yourself needing some words, you may want to take a look at Performance Management Language.
|NOTE: An “Extraordinary Contributor” rating requires attaching at least one Acknowledgement of Extraordinary Contribution form to the evaluation form.|
An overall “Below Contributor” rating requires the following steps:
- Start by reviewing the expectations that were established at the beginning of the cycle.
- Review the evaluation with the employee.
- Involve the employee in the discussion by asking him/her for problem-solving ideas and input on accomplishments.
- Discuss learning needs and ask what you can do to help the employee succeed in his/her goals/objectives.
- Deliver effective feedback:
- Base feedback on stated expectations;
- be specific; focus on behavior, not personality;
- listen carefully to the employee’s responses to ensure his/her understanding of the discussion;
- deliver feedback in an appropriate place; and make feedback an ongoing process.
- Ensure that the employee acknowledges the evaluation.
Employee on Leave
Even if the employee is on leave, you must complete an employee evaluation. Note on the evaluation that the employee is on leave and is unavailable to sign the form. Once the employee returns to work, you will conduct the evaluation. Contact Human Resources (email@example.com) for instructions.
Below Contributor Process
As noted above, at least one Notice of Improvement Needed form or a Written Notice for performance issues must have been issued during the performance cycle to support an overall rating of “Below Contributor.” Contact Human Resources prior to issuing an overall “Below Contributor” rating to any employee and they will guide you through the process. Within 10 workdays of the evaluation meeting, you must provide the employee with a “reevaluation” to follow for the next three months. Contact Human Resources (firstname.lastname@example.org) for additional information.
Performance Evaluation Appeal Options
An employee may appeal in writing to the reviewer within 10 workdays of the initial performance evaluation meeting.
The reviewer should respond in writing to the employee within 5 workdays. The reviewer has final authority to determine the overall performance level rating and appropriate evaluation comments. Other options available to the employee include requesting an informal discussion or mediation, attaching comments to the evaluation, or initiating a formal grievance