Performance Reviews HANDBOOK

Transcription

1 HANDBOOK Performance Reviews Writing a Performance Review & Goals for Store Non-Management & DC (Warehouse, Transportation, Maintenance, and Sanitation) Employees April 2016

2 Writing a Performance Review Perfomance Reviews When writing a performance review, challenge yourself to provide an honest review for each employee. It is an expectation that performance reviews are fair and consistent throughout the organization. To conduct a fair and consistent review, rely on your documentation and make sure to accurately reflect on the employees performance for the entire 12 month cycle not just the events you recall. In many cases, reports, sales figures, project work, and daily routine execution serves as reference points. Providing examples and/or documentation shows employees that their performance is important to you and will encourage them to continue to strive to reach their goals. 1. Login to your account on the LMS. Refer to the Accessing Performance Review Tasks handbook for steps. 2. On the LMS home page, click the Performance tab or the Performance & Goals cloud icon. 3. When the Performance Reviews Task page appears, click Write Performance Review and Goals for (Direct Report s Name). Employees are reviewed by their current manager. If someone has recently transferred, a previous manager can be added as a co-planner. See Adding a Co-Planner to a PR handbook. The Cornerstone system will be updated once the proper paperwork has been processed. 2

3 4. On the Performance Review & Goals page, click Get Started. Perfomance Reviews The Overview area lists instructions on how to complete your Manager Review. Employee information Steps to complete Instructions Click to get started 5. The first competency group s page opens. The individual competencies that will be rated populate on the page. 6. Click the drop down under the specific competency and choose a rating. First competency to be rated Drop down menu to select level of competency Guide to selecting the correct competency level (select icon to access) Competency Level Description Serious Issue Did not meet minimum expectation Weakness Needs improvement Skilled Solid performance Talented Exceeds expectations Towering strength Consistently exceeds expectations - role model 3

4 Perfomance Reviews 7. Include written support for the selected rating by typing a comment(s) in the Comments area AND/OR selecting preset comments from the Comments Assistant. Comments are required for any competencies rated 1, 2 or 5. To use the Comments Assistant: a. Click the Comments Assistant icon. b. In the Add Suggested Comments box, select the appropriate rating from the Filter By drop-down menu. Read through each comment, then click the + next to a comment to select it. If you find that none of the preset comments apply to the employee, try filtering the comments by a different rating. If the comments for this rating apply better to the employee, you may need to change the rating you ve given the employee. c. The selected comment appears in the Comments area. Personalize it to better fit the employee. It is inappropriate to deliver a review without this personalization. d. Repeat steps a-c to add more preset comments as needed. 8. If more than one competency is listed on the page, repeat steps 6 & 7 for each competency. 9. Carefully proofread all comments. Click Save and Continue to advance to the next competency. 10. Repeat steps 5-8 for each competency group. 4

5 Perfomance Reviews 11. After completing the last competency group, the Pre-Delivery Section page appears. Type any overall comments you would like to add to the review. Click Save and Continue. Check marks indicate all competencies have been completed Optional additional comments Printing Review Click Save and Continue For the reviews where the goals will be added during the face to face, you can choose to print the review at this time. If the goals are to be added prior to the face to face, add the goals, then print the review. To print, click on the Options button and select Print Review from the drop down menu. Once the Print Review option is selected, the review will be converted to a PDF and will be downloaded automatically. Select and open the PDF file to print. Options button Print Review selection Goal Setting There are 3 options for goal setting and it is up to the manager conducting the review to decide which path to follow: Option 1. The Manager plans and writes the goals prior to the performance review face-toface with the employee. Note that the goals can be adjusted and changed during the review process with the employee if the manager is so inclined. DO NOT click Submit until you have had your face to face review with the employee! Once you have submitted the review it CANNOT be edited. If you have 5

6 Perfomance Reviews submitted the review before completing the face to face, Performance Management at Option 2. Manager and Employee collaborate to write the goals during the performance review face-to-face. It is highly recommended that the manager have a few suggestions and ideas prior to the face-to-face review to help guide the goal setting discussion and planning. Option 3. After the face-to-face but before the review is submitted, the Employee drafts his/ her goals. The manager will meet with the employee again to review, approve and input the goals into the Performance Review system. Goal setting should use the START, STOP, and CONTINUE approach: `` `` Start - Start doing things that will improve your performance. Stop - Stop doing those things that interfere with your effectiveness. `` Adding Goals Continue - Continue doing things that you do well. Once the employee s review is open (previous Step 11), select the check mark button labeled Goal Planning -Start... to begin adding the goals. 1. On the Goal Planning page, click the Add Goals button. 6

7 2. The Create Goals window opens. Click Library. Perfomance Reviews 3. In the Library pop-out window, select the Perspective button to access the drop down menu. 4. In the drop-down menu, select Development. 5. Select one of the radio buttons to choose a goal. 7

8 6. Select the Import button to continue. Perfomance Reviews 7. Modify/customize Title as necessary. Type in the details of the goal in the Description box. Adjust the Start Date and End Date to set the goal timeline parameters. Modify title if needed Add goal details Set goal Start and End dates 8. If the goal is large or broad, add a specific metric by checking the box labeled Include Target. Select the arrow in the Type button to enter the unit of measurement for the goal. Add the Start Value, Target and Weight of goal (sum of goals must equal 100%). Select Done when complete. Goal Weight Goal Type, Start Value and Target Click Done to continue 8

9 Perfomance Reviews 9. In the new window, verify the information is correct and select the Save button to move to the next goal. Verify the information is correct Click Save to continue 10. Repeat steps 1-9 to add additional goals. Employee must have a minimum of one Start, one Stop and one Continue goal. 11. After completing all of the goals, select the Save and Continue button. Do Not select the Submit button. 12. The next window is the Summary. Review the information for accuracy and print the review in preparation for the face to face review (see directions on pg. 5). Select Next to continue. 9

10 Perfomance Reviews 13. Conduct the face to face review with the employee. You will have the opportunity to add optional Post-Delivery comments in the space provide. Please note, Post-Delivery comments are only viewable by management. Type in your name in the box under Manager and click Sign. If further edits are needed, use the Back or Save and Exit buttons. If you are confident that the review is final, click the Submit button. DO NOT click Submit until you have had your face to face review with the employee! Once you have submitted the review it CANNOT be edited. If you have submitted the review before completing the face to face, Performance Percent review is completed Manager esignature Optional Post- Delivery comments Submit final review 14. The pop-out window will give you one last opportunity to Cancel or Submit the review. Confirm submittal 15. The final window acknowledging the review is complete and has been accepted. Acknowledgement of completion Once Submitted, the review will be sent to the employee s Performance task list for their electronic signature. The review task will not register as completed until the employee provides their electronic signature and submits the review. 10