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Performance Management Process
Performance Management (PM) is an ongoing process of communication between a
supervisor and an employee, focused on performance measurement and behavior, based on agreed-upon
expectations. The PM process includes semi-formal and formal discussions throughout a set time period (e.g., a one-year period). The PM process typically culminates in a supervisor completing a formal Performance Appraisal (PA) focusing on a set time period. The formal PA should concentrate on a list of core competencies (as found within the new PA forms found below) with specific focal points listed in conjunction with the completion of previously agreed-upon expectations. The formal PA is also an opportunity to look forward and set new expectations for the next time period to be reviewed.
Each staff member should be given the opportunity to communicate their input on each core competency as well as all propsed new expectations, either prior to or during the discussion phase of the formal PA (when the PA form is still a modifiable document). Input from the staff member being evaluated should be taken into account before completing and signing the final PA form that will be submitted to Human Resources.
PROGRAMS:
The 'Art' of Coaching
This program within the Performance Management suite of programs under the Cornerstones of Effective Leadership series, is tailored for anyone at WSU in a supervisory/leadership role with staff reporting to them. This interactive program looks at:
- coaching as an essential skill
- focusing on the finesse necessary to effectively coach
- proven coaching techniques
- a coaching 'process'
- the opportunity to 'test' coaching skills while receiving immediate feedback
Upcoming Schedule:
Spring, 2012
Specific Date: TBD
The Performance Appraisal: An Obligation
This program is within the WSU Leadership Academy course offerings under the Cornerstones of Effective Leadership series. It is tailored for anyone in a supervisory/leadership role at WSU with staff reporting to them. The program looks at Performance Management as an ongoing process with a focus on:
- how to effectively plan and conduct a formal performance appraisal
- defining Performance Management (PM)
- PM as an on-going process
- the importance of documentation
- the ‘benefits’ of a performance appraisal
- how you’re being perceived
- key ‘ingredients’ in the process
- why focusing on core competencies is vital
- the importance of effective communication
- ‘seven solutions’ to a successful performance appraisal
Upcoming Schedule:
Next class: TBA
8:30am - 12:30pm
Classroom 111 @ 3855 University Park (across from Meijer's)
Performance Issues/Improvement
'So, things aren't going so good ...'
This interactive program, offered via Human Resources, looks at:
- how to identify and best define behavior/performance issues
- coaching and documenting performance
- a full understanding of the processes in place
- identifying the tools and resources available
- guarding against common errors
- effective use of the steps to correct performance issues
- 'not-for-cause' terminations
- what's meant by "just cause"
- the avenues of appeal that are available
The program is facilitated by Emily Hamman and Latricia Milhouse (from HR's Employee and Labor Relations Department).
Upcoming Schedule:
April 10, 2012
12:30pm - 4:30pm
Classroom 111 @ 3855 University Park (across from Meijer's)
(Please contact HR to register.)
Providing Effective - and Constructive - Feedback
This course, within the Performance Management suite of programs, under the Cornerstones of Effective Leadership series, looks at:
- the importance of assessing yourself
- ensuring feedback is constructive
- how to use effective communication techniques
- how to provide oral and written feedback
- the importance of developing a personal action plan
- characteristics of quality feedback
- the process of making observations and giving feedback
Upcoming Schedule:
Next class: TBA
8:30am - 12:30pm
Classroom 111 @ 3855 University Park (across from Meijer's)
Setting Performance Expectations: Providing Direction & Influence
Tailored for anyone in a supervisory/leadership role at WSU with staff reporting to them, this program under the Cornerstones of Effective Leadership series and looks at:
- the major outcomes you expect
- the specific criteria that needs to be met
- how each person's responsibilities tie to major outcomes
- the importance of explaining 'why' instead of just telling
- the link between seeking input and gaining commitment
- the impact of communicating clearly and honestly
- establishing priorities
- clarifying job responsibilities
- correcting misunderstandings about what's expected
- why staying on 'message' - with consistency - is essential
- listing your expectations
- effective delegation
Upcoming Schedule:
Summer, 2012
Specific Date: TBD
WSU's NEW Performance Appraisal Forms: An Introduction
This two-hour information-sharing seminar is for WSU supervisory/leadership personnel who have staff members reporting to them. The seminar focuses on the two new Performance Appraisal (PA) forms used to evaluate both non-supervisory and supervisory staff. The seminar will breakdown each PA form, explaining:
- how best to complete each form
- the rating scale
- the core competencies
- how to arrive at the overall rating
- how best to set expectations
Upcoming Schedule:
April 11, 2012
9:00am - 11:00am
Classroom 111 @ 3855 University Park (across from Meijer's)
April 11, 2012
1:30pm - 3:30pm
Classroom 111 @ 3855University Park (across from Meijer's)
SERVICES:
One-on-one executive coaching is available upon request. If interested, please contact 937-775-4705.
FORMS:
Performance Appraisal Forms:
NEW Performance Appraisal Forms
Two new Performance Appraisal (PA) forms are now available to evaluate 2012 - and beyond - performance:
Non-Supervisory/Leadership Staff Edition:
The Non-Supervisory/Leadership Staff Edition is to be used to evaluate a staff member who is in a non-supervisory position. The PA form focuses on eight core competencies with specific focal points listed in conjunction with the completion of previously agreed-upon expectations.
Suitable for an annual or special evaluation as well as a probationary evaluation of:
- Classified/Nonexempt Staff
- Unclassified/Exempt Staff
- Unclassified Hourly Staff
Download the Non-Supervisory/Leadership Staff Edition Form here: <WSU-Staff-Classified/Unclassified-Non-Supervisory-PA-Form-PDF>
NOT TO BE USED TO EVALUATE 2011 PERFORMANCE.
Supervisory/Leadership Staff Edition:
The Supervisory/Leadership Staff Edition is to be used `by a supervisor/leader to evaluate a staff member who is in a supervisory/leadership position (e.g., a Director with a Manager reporting to him/her; a Manager with a Supervisor reporting to him/her). The PA form focuses on 11 core competencies with specific focal points listed in conjunction with the completion of previously agreed-upon expectations.
Suitable for an annual or special evaluation of:
- Classified/Nonexempt Staff
- Unclassified/Exempt Staff
- Unclassified Hourly Staff
Download the Supervisory/Leadership Staff Edition Form here: <WSU-Staff-Supervisor/Leader-PA-Form-PDF>
NOT TO BE USED TO EVALUATE 2011 PERFORMANCE.
Please note ...
Each form is viewable, fillable, downloadable and printable using Adobe Reader X (already on virtually all WSU PCs/laptops and downloadable for free at: http://get.adobe.com/reader/).
Adobe Reader X does NOT allow you to 'save' the information you enter within the forms. In order to view, fill, download, print AND 'save' the content you enter within the forms, you would need to purchase Adobe Acrobat X Pro (unless you already have it on your PC/laptop). It is available via CaTS for $61 per license. Supervisors/leaders could opt to purchase the additional software (since their final, completed form will be the one submitted to HR), without a definitive need for others to make the expenditure. Individuals being evaluated could still download, fill-in and print the form (to use during the discussion phase of the PA process) with the existing Adobe Reader X software.
Since these new PA forms will be used to evaluate 2012 and future performance (meaning the forms would not be completed and submitted until early 2013), CaTS is looking into other possible options or a mass purchase discount that may be available. Please look here for future information/clarification.
If you're interested in purchasing Adobe Acrobat X Pro, please go to the CaTS website (the software program is listed as Acrobat Professional 10 under Adobe Titles): http//www.wright.edu/cats/purchase/software.html
Pre-2012 Performance Appraisal Forms/Material:
Performance Appraisal Cover Sheet:
This 'cover sheet' is to be used with a narrative appraisal. The 'cover sheet' allows the evaluator to read instructions, gather details, check guidelines and to collect signatures and dates.
Download the Performance Appraisal Cover Sheet here: <Performance-Appraisal-Cover-Sheet-PDF>
Narrative Appraisal:
A narrative appraisal is an evaluation that relies heavily on the best judgment of the supervisor/leader completing it. It is a document without the stringent parameters of a traditional Performance Appraisal form (in structure or length) and, as such, can be delivered with varying degrees of detail. The evaluator essentially 'captures' the performance of the staff member being evaluated over the last reviewed period, hopefully with a focus on previously discussed core competencies. All performance appraisal narrative comments should refer to job-related behaviors and results. Descriptions of performance should include specific examples to support conclusions. Criteria for appraisal will depend on each job incumbent's duties and responsibilities and the format/content of each narrative appraisal may vary.
In accordance with the Compensation Philosophy, narrative appraisals for all supervisory/leadership staff must include assessments of performance on the following criteria:
- Effectiveness in evaluating others
- Commitment to affirmative action/equal opportunity goals
- Commitment to teamwork
The above-mentioned 'cover sheet' is to be used with a narrative appraisal.
Probationary Appraisal Form:
Download the Probationary Appraisal Form here: <Probationary-Appraisal-Form-PDF>
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