March 16, 2015 –Begin consultation with employee and draft Evaluation Narrative
\n<\/span><\/h3>\n\n- Focus on outcomes vs. just listing activities \u2013 ask them to provide evidence of how they have met or exceeded their performance goals throughout the year.<\/strong><\/em><\/li>\n
- How does their work support the goals of your workgroup, the department, the SEHD?\u00a0 If this isn\u2019t clear, it is a great opportunity to clarify for the coming year!<\/li>\n
- Here\u2019s an example of questions to ask to help the performance discussion\/coaching conversation and goal setting for the year (from Henna Innam, Transformational Leadership<\/a>):
\n![\"evaluation\"](\"http:\/\/impact.ucdsehd.net\/wp-content\/uploads\/2014\/12\/evaluation-300x225.jpg\")
<\/a><\/h3>\n\n- \u201cWhat did you do well? What strengths did you use to achieve that?\u201d<\/em><\/li>\n
- \u201cWhat were things you could have done better? What strengths can you use to achieve that?\u201d<\/em><\/li>\n
- \u201cHere\u2019s what I observed in terms of what you could have done better (be specific). How do these resonate for you?\u201d<\/em><\/li>\n
- \u201cIf you were able to master these behaviors how would this help you?\u201d (this is a great question to understand what motivates your coachee).<\/em><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n
\n- Assign a preliminary score-emphasize the score is not final at this stage<\/strong>. The reviewer (the second level supervisor or appointing authority) must review and sign the evaluation of an employee\u2019s performance before<\/em> it is formally presented to the employee for signature.<\/li>\n
- Scoring the PMP:\u00a0 <\/strong>You are encouraged to use decimals for individual factor ratings. The final weighted individual factor ratings must be summed to determine the final overall score. The final score must then be rounded to the nearest whole number to establish the performance rating.<\/li>\n
- Draft Performance Goals (PMP) <\/strong>for 2015-2016 Evaluation Cycle.<\/li>\n<\/ul>\n
\nBecause the State requires we allow up to 5 days for review, submit PMP to Reviewer for signature no later than Friday, April 10, 2015
\n<\/span><\/h3>\n\u00a0Note: <\/strong>Under no circumstances<\/span> can the supervisor and the reviewer be the same person.<\/p>\n
\nBecause the State requires we allow up to 5 days for review, please provide PMP to employee for signature no later than Friday, April 17, 2015 <\/span><\/h3>\nIMPORTANT:<\/strong> Ensure the Dispute Resolution Process is included (this is part of the PMP form).<\/span><\/span><\/p>\n
\nPMP Evaluation Checklist & Follow-up
\n<\/span><\/h3>\n\n- Has a total score and rating been entered on the PMP cover sheet?<\/li>\n
- Do you have all signatures\u2014supervisor, reviewer, employee?<\/li>\n
- Has the classified staff member checked whether they agree or disagree with their evaluation?<\/li>\n
- In addition to rating each goal or objective, have you provided a narrative under the \u201cResults Achieved\u201d section for each goal and core competency?<\/li>\n
- Have you completed an Evaluation Narrative to sum up overall performance? This is required for \u201cBelow Expectations\u201d (level 1)*<\/span> and \u201cExceeding Expectations\u201d (level 3) ratings. It is also strongly recommended for \u201cMeeting Expectations\u201d (level 2) ratings.<\/li>\n
- Did you finalize goals for the 2015-2016 PMP?<\/li>\n<\/ul>\n
*<\/span>Any \u201cBelow Expectations\u201d rating must be followed by a performance improvement plan or a Corrective Action as part of the progressive discipline process. Please contact the Human Resources Department to discuss \u201cBelow Expectations\u201d ratings and for proper steps to follow.<\/em><\/strong><\/p>\n
\nNo later than April 30, 2015
\n<\/span><\/h3>\nSubmit the following items to Jessica Coon for each of your classified staff employees:<\/em><\/strong><\/p>\n\n- 2014-2015 PMP (includes rating, signatures, and required narratives)<\/li>\n
- 2015-2016 PMP (In addition to listing goals\/objectives for 15-16, please make sure the Performance Management Planning Section is completely filled out)<\/li>\n<\/ul>\n
\nTEMPLATES\/RESOURCES<\/span><\/h3>\n
\n
<\/a><\/h3>\n\n- \u201cWhat did you do well? What strengths did you use to achieve that?\u201d<\/em><\/li>\n
- \u201cWhat were things you could have done better? What strengths can you use to achieve that?\u201d<\/em><\/li>\n
- \u201cHere\u2019s what I observed in terms of what you could have done better (be specific). How do these resonate for you?\u201d<\/em><\/li>\n
- \u201cIf you were able to master these behaviors how would this help you?\u201d (this is a great question to understand what motivates your coachee).<\/em><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n
\n- Assign a preliminary score-emphasize the score is not final at this stage<\/strong>. The reviewer (the second level supervisor or appointing authority) must review and sign the evaluation of an employee\u2019s performance before<\/em> it is formally presented to the employee for signature.<\/li>\n
- Scoring the PMP:\u00a0 <\/strong>You are encouraged to use decimals for individual factor ratings. The final weighted individual factor ratings must be summed to determine the final overall score. The final score must then be rounded to the nearest whole number to establish the performance rating.<\/li>\n
- Draft Performance Goals (PMP) <\/strong>for 2015-2016 Evaluation Cycle.<\/li>\n<\/ul>\n
\nBecause the State requires we allow up to 5 days for review, submit PMP to Reviewer for signature no later than Friday, April 10, 2015
\n<\/span><\/h3>\n\u00a0Note: <\/strong>Under no circumstances<\/span> can the supervisor and the reviewer be the same person.<\/p>\n
\nBecause the State requires we allow up to 5 days for review, please provide PMP to employee for signature no later than Friday, April 17, 2015 <\/span><\/h3>\nIMPORTANT:<\/strong> Ensure the Dispute Resolution Process is included (this is part of the PMP form).<\/span><\/span><\/p>\n
\nPMP Evaluation Checklist & Follow-up
\n<\/span><\/h3>\n\n- Has a total score and rating been entered on the PMP cover sheet?<\/li>\n
- Do you have all signatures\u2014supervisor, reviewer, employee?<\/li>\n
- Has the classified staff member checked whether they agree or disagree with their evaluation?<\/li>\n
- In addition to rating each goal or objective, have you provided a narrative under the \u201cResults Achieved\u201d section for each goal and core competency?<\/li>\n
- Have you completed an Evaluation Narrative to sum up overall performance? This is required for \u201cBelow Expectations\u201d (level 1)*<\/span> and \u201cExceeding Expectations\u201d (level 3) ratings. It is also strongly recommended for \u201cMeeting Expectations\u201d (level 2) ratings.<\/li>\n
- Did you finalize goals for the 2015-2016 PMP?<\/li>\n<\/ul>\n
*<\/span>Any \u201cBelow Expectations\u201d rating must be followed by a performance improvement plan or a Corrective Action as part of the progressive discipline process. Please contact the Human Resources Department to discuss \u201cBelow Expectations\u201d ratings and for proper steps to follow.<\/em><\/strong><\/p>\n
\nNo later than April 30, 2015
\n<\/span><\/h3>\nSubmit the following items to Jessica Coon for each of your classified staff employees:<\/em><\/strong><\/p>\n\n- 2014-2015 PMP (includes rating, signatures, and required narratives)<\/li>\n
- 2015-2016 PMP (In addition to listing goals\/objectives for 15-16, please make sure the Performance Management Planning Section is completely filled out)<\/li>\n<\/ul>\n
\nTEMPLATES\/RESOURCES<\/span><\/h3>\n
- \n
- Assign a preliminary score-emphasize the score is not final at this stage<\/strong>. The reviewer (the second level supervisor or appointing authority) must review and sign the evaluation of an employee\u2019s performance before<\/em> it is formally presented to the employee for signature.<\/li>\n
- Scoring the PMP:\u00a0 <\/strong>You are encouraged to use decimals for individual factor ratings. The final weighted individual factor ratings must be summed to determine the final overall score. The final score must then be rounded to the nearest whole number to establish the performance rating.<\/li>\n
- Draft Performance Goals (PMP) <\/strong>for 2015-2016 Evaluation Cycle.<\/li>\n<\/ul>\n
\nBecause the State requires we allow up to 5 days for review, submit PMP to Reviewer for signature no later than Friday, April 10, 2015
\n<\/span><\/h3>\n\u00a0Note: <\/strong>Under no circumstances<\/span> can the supervisor and the reviewer be the same person.<\/p>\n
\nBecause the State requires we allow up to 5 days for review, please provide PMP to employee for signature no later than Friday, April 17, 2015 <\/span><\/h3>\n
IMPORTANT:<\/strong> Ensure the Dispute Resolution Process is included (this is part of the PMP form).<\/span><\/span><\/p>\n
\nPMP Evaluation Checklist & Follow-up
\n<\/span><\/h3>\n- \n
- Has a total score and rating been entered on the PMP cover sheet?<\/li>\n
- Do you have all signatures\u2014supervisor, reviewer, employee?<\/li>\n
- Has the classified staff member checked whether they agree or disagree with their evaluation?<\/li>\n
- In addition to rating each goal or objective, have you provided a narrative under the \u201cResults Achieved\u201d section for each goal and core competency?<\/li>\n
- Have you completed an Evaluation Narrative to sum up overall performance? This is required for \u201cBelow Expectations\u201d (level 1)*<\/span> and \u201cExceeding Expectations\u201d (level 3) ratings. It is also strongly recommended for \u201cMeeting Expectations\u201d (level 2) ratings.<\/li>\n
- Did you finalize goals for the 2015-2016 PMP?<\/li>\n<\/ul>\n
*<\/span>Any \u201cBelow Expectations\u201d rating must be followed by a performance improvement plan or a Corrective Action as part of the progressive discipline process. Please contact the Human Resources Department to discuss \u201cBelow Expectations\u201d ratings and for proper steps to follow.<\/em><\/strong><\/p>\n
\nNo later than April 30, 2015
\n<\/span><\/h3>\nSubmit the following items to Jessica Coon for each of your classified staff employees:<\/em><\/strong><\/p>\n
- \n
- 2014-2015 PMP (includes rating, signatures, and required narratives)<\/li>\n
- 2015-2016 PMP (In addition to listing goals\/objectives for 15-16, please make sure the Performance Management Planning Section is completely filled out)<\/li>\n<\/ul>\n
\nTEMPLATES\/RESOURCES<\/span><\/h3>\n
- Did you finalize goals for the 2015-2016 PMP?<\/li>\n<\/ul>\n
- Scoring the PMP:\u00a0 <\/strong>You are encouraged to use decimals for individual factor ratings. The final weighted individual factor ratings must be summed to determine the final overall score. The final score must then be rounded to the nearest whole number to establish the performance rating.<\/li>\n