Champlain College
Performance Management
2014/2015
Objectives
2015 Themes:
Reflect, Review and Plan
Development and Performance
Engagement
Champlain Aligned
2020 Strategic Plan Institutional Priorities Champlain College Mission and Vision
Department Goals
Divisional Strategies and Priorities
Achieve Distinctive Academic Excellence Enrich Student Life and Career Opportunities
Fostering an Inclusive & Diverse Community Excite, Engage, and Empower Faculty & Staff
Components of Performance Management
PLANNING – GOAL SETTING
COACHING FOR
PERFORMANCE
PROFESSIONAL
Timeline
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-evaluationsTimeline
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
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
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
• Functional Process • Workday Technology Performance Goals Job Responsibil ities
Competency Development Needs
Excite, Engage, Empower Additional Performance Evaluation Comments Overall Summary
Performance Goals
• Established last summer
• 4 – 7 Goals
• SMART goals “Establishing SMART Goals”
• Specific
• Measurable
• Achievable
• Realistic
• Time Bound
• Include unplanned goals
Performance Evaluation Tool
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.
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
Job Responsibilities
• Summary of current job responsibilities
• Not a “task list”
• Section is rated
Tips:
• Summarize your job responsibilities in one section (do not use the (Add) button multiple times).
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
Tips:
• Review this section to verify that you have commented on each competency.
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
Performance Evaluation Tool
Tips:
• You can use the “Add Existing” box if you have already entered these into Workday.
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?
Additional Performance Review Comments
• Feedback received from colleagues, stakeholders, vendors
• Catch-all
• Summary
Overall rating
• Does the rating match the writing?
• Performance rating calibration
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
Tips:
• The Overall rating is based on the ratings from the Performance Goals and Job Description
• Can override default
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
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
Overall Process in Workday
1. Employee completes Self-Evaluation2. 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
SMART
Goal Setting
S Specific M Measureable A Achievable R Relevant T Time BoundSMART 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