About this Guide:
• Topic: Performance Management
• Reading time: 30 min
• Best for Staff Members and HR Practitioners
Learn how to:
• Prepare and conduct effective performance conversations
• Provide continuous feedback
• Deliver performance feedback in the common performance review
In a snapshot:
Understand the philosophy of Performance Management.
Prepare for the Common Review Process
and what’s new for staff.
AUTHENTIC LEADERSHIP
Why Performance Evaluation?
Who is eligible?
• Non-leaders will receive an e-mail notification to begin their self-evaluation process in PeopleSoft.
• The process begins with an employee self evaluation.
• Leader then reviews the self evaluation and evaluates performance. Afterwards, employee and leader have a face-to-face meeting to discuss ratings, goals and performance overall.
Performance Management is the annual process where you and your leader work together to create your development goals, discuss your performance, and build your plan for career success.
What is the Process?
Align individual’s goals with business goals – determine how the job of each employee can
STEP 1 The process begins with your self-evaluation.
STEP 2 Your leader then reviews your self-evaluation and evaluates your performance. Afterward, you and your leader have a face-to-face meeting to discuss your ratings, goals, and performance.
STEP 3 Once you sign off, your evaluation will then be in the “Completed” state
Why Performance Management Matters
• Align individual’s goals with business goals – determine how the job of each employee can further the overall goals of Baptist Heath.
• Keep employees engaged through feedback – this will foster loyalty and motivate employees to continue to achieve.
• Focus on individual’s strengths and opportunities – examine each employee individually to partner in evaluating all aspects of their development and growth.
• Foster retention, productivity and innovation – stay on top of the needs of your employees to ensure employee retention as well as increase productivity and promote innovation.
• Promote fairness and transparency – ensure that employees feel they are treated fairly; employees are not surprised by leadership decisions; employees identify and deal with performance issues prior to the annual evaluation.
Align individual's goals with business goals
Keep employees
engaged through feedback
Focus on each individual’s strengths and opportunities
Foster retention, productivity innovationand
Promote fairness and transparency
What are the benefits of Self-Evaluation?
•
Allows employees to participate in a meaningful way in the performance management process•
Encourages employees to take responsibility for their performance•
Clarifies expectations for employees to direct their efforts•
Helps employees better understand the basis for personnel actions•
Helps with career development and growthAdd Ratings and Comments
• Once you click the link provided in the email, login to PeopleSoft to access your self-evaluation. When you open the self-evaluation, follow the instructions on the page to rate yourself on Essential Job Functions and Competencies. Provide comments for “4” and “5” ratings.
• Please use the Self Evaluation Rating Tool with the Employee Core Competency Evaluation Guide to
• Builds strong individual accountability
• Develops or improves communication and working relationships with their supervisor
• Provides recognition and an
understanding of the employee’s role in contributing to department and overall business goals
AUTHENTIC LEADERSHIP
What are the benefits of Self-Evaluation?
Completing Your Performance Evaluation: Steps in the Process
Add Ratings and Comments Step 1
Start with your Self-Evaluation
To access your online self-evaluation, click the link provided in the email that you receive from “PeopleSoft” prompting you to
complete your ratings.
https://baptisthealthtm.peoplefluent.com/myDashboardAction.action
AUTHENTIC LEADERSHIP
Rating Scale
Performance will be rated 50% based on Essential Job Functions and 50% based on Core Competencies as shown on the following rating scale.
10 Essential Job Functions- 50%
Rating Scale:
5 – Substantially Exceeds Expectations 4 – Exceeds Expectations
3 – Meets Expectations
2 – Minimally Meets Expectations 1 – Does Not Meet Expectations
10 Core Competencies- 50%
Rating Scale:
5 – Towering Strength 4 – Talented
3 – Skilled
2 – Needs Improvement 1 – Career Staller/ Unskilled
Rate each essential job function from 1 to 5 and each core
competency from 1 to 5.
The system will average the functions and the competencies
and provide the overall score.
To consistently evaluate competencies use the electronic file:
Evaluating the Core Competencies Guide click here
Before you rate each competency:
• Gain understanding of each competency by reviewing their definitions and list of behaviors (unskilled, skilled, and above & beyond behaviors).
• As you review each competency and its related behaviors, think about the following:
• What do you need to do to demonstrate each behavior consistently?
• These would be the expectations recommended to evaluate how well an individual is demonstrating each competency.
AUTHENTIC LEADERSHIP
Step 2
Leader Evaluation
& Face-to-Face Meeting
Once you submit your self-evaluation, your leader will review it and provide their own ratings and comments on your performance. You can view their feedback in the “Leader’s Comments” field.
After your leader completes their evaluation of your performance, you will have a face-to-face meeting with your leader to discuss your ratings and development plan.
• Discuss examples of competencies you demonstrated on the job.
• Discuss self-evaluation ratings and comments.
• Discuss actions to leverage strengths.
• Discuss opportunities to grow.
• Discuss action plan for development.
Step 3
Employee Sign-Off
Once you sign off, your evaluation will then be in the “Completed”
state.
Employee submission
AUTHENTIC LEADERSHIP
Next Steps in the Process
Once you sign off on the performance evaluation, the process is completed.
Merit discussions will be provided at a later time.
Throughout the year, you will use the online system to enter your accomplishments and track your progress in achieving development goals.
You will begin the self-evaluation process again the following year during your annual performance evaluation cycle.
Employees should focus on their competency development for next year and new goals.
