The BLOOM Performance Review Decision Guide

Transcription

1 The BLOOM Perfrmance Review Decisin Guide Intrductin Planning yur perfrmance review prcess needs careful cnsideratin. Sme questins yu might be cnsidering are: 1. Hw ften will the rganizatin cmplete frmal reviews? 2. Will reviews be cmpleted at the time f each emplyee s anniversary date r will there be a unified annual prcess where reviews are cmpleted at ne time thrughut the rganizatin? 3. Which rating scale will we use? 4. What d we want the review frm t measure? 5. Hw many peple will give input t each emplyee s review? 6. Will the managers be expected t wrk with emplyees and set individual develpment gals and training at the time f the review? Belw we have given sme pinters and guidelines fr the questins abve and hw BLOOM can assist yu. 1. Hw ften will the rganizatin cmplete frmal reviews? BLOOM currently accmmdates 90 day, 180 day, and 365 day review cycles. At the time f setup, yu will let us knw what yur review cycle will be. This will autmatically generate new reviews and due dates upn apprval in the system, s yu dn t have t mnitr and ntify managers when their reviews are due. Upn entering a new emplyee, a 90 day Intrductry Review will be autmatically setup fr the manager t cmplete. As the HR Administratr yu are able t change review due dates t whenever yu want fr mdificatin if yu d nt cmplete 90 day Intrductry Reviews as part f yur prcess. After the first 90 day Intrductry Review is cmplete and apprved by HR in BLOOM, the next review will autmatically be created fr the manager with a due date per the cycle yu selected. Fr example, if an emplyee is hired in February, the first 90 day review will be autmatically set fr 90 days frm the hire date (May). If yu select a 180 day review cycle, after the Intrductry Review is apprved, the next review will autmatically be set fr 180 days frm apprval (Nvember). Frm that pint frward, after reviews are apprved in the system, new reviews will autmatically be generated every 180 days. Sme rganizatins chse t cmplete infrmal check ins between frmal reviews. The dcument belw is a suggested guideline t ffer managers t utilize with emplyees between reviews t discuss prgress with jb expectatins, cmpany initiatives, training, and individual develpment gals which are hused in BLOOM. 1 P age

2 INTERIM PERFORMANCE CHECK IN GUIDELINE Emplyee and Manager t cmplete. Refer t BLOOM recrds fr details. Emplyee Name: Title: Department: Majr Rle Duties: Please list belw the principal understanding fr respnsibilities f the psitin which are different frm and/r nt included in the standard psitin descriptin. Use additinal sheets if necessary. Has the jb changed significantly during this evaluatin perid? Yes N. If Yes, please describe the changes fr HR t change the Rle Descriptin fr this psitin. Use additinal sheets if necessary. Majr Accmplishments & Grwth Initiatives: Nte belw any activities and accmplishments cmpleted during the evaluatin perid which yu feel were f significant value and/r beynd the scpe f regular duties. This space can be used t cmment n circumstances that may have affected the emplyee s perfrmance. Refer t the Strategic Grwth Plan in BLOOM. Perfrmance Training & Develpment: List areas where yu feel perfrmance imprvement may be warranted, with suggestins f specific training and develpment activities that might be cmpleted. See current Training recrd in BLOOM. Upcming Gals: Please nte individual develpment gals fr the upcming year as agreed between the emplyee and supervisr. Review current gals in BLOOM and assure they are being met as yu wrk t develp new nes. Emplyee s Signature: Print Name: Supervisr s Signature: Print Name: This frm is t be laded in the Emplyee s File sectin f BLOOM. On the Emplyee s Main Menu select FILES t uplad and view. Please include the date f the review in the name f the file. 2 P age

3 2. Will reviews be cmpleted at the time f each emplyee s anniversary date r will there be a unified annual prcess where reviews are cmpleted at ne time thrughut the rganizatin? This is up t yu. BLOOM can accmmdate either ptin. Once the fllwing are cmpleted: chse the frequency f yur reviews (90, 180 r 365 days), managers cmplete emplyee reviews, and upn HR apprval the Administratr has the ptin t 1) autmatically set the next review t be due based n the current review s date cmpletin (after 90, 180 r 365 days), r 2) the Administratr can set a specific review due date (per the cmpany annual review cycle). The fllwing page shws and example f what a unified annual review cycle might lk like fr yur rganizatin. Having a unified annual review cycle helps streamline the review prcess and save paperwrk time. It als frces a sense f urgency fr cmpletin thrughut the rganizatin. 3. What rating scale will we use? BLOOM ffers a 3, 4 and 5 pint rating scale. Perfrmance reviews by their nature are subjective and therefre they are an pprtunity fr managers t affect emplyees perfrmance in a psitive way. Ultimately, perfrmance reviews have emtinal impacts that will make r break relatinships between emplyees and their managers. It is imprtant that this reality is cmmunicated t yur managers and that they understand hw t use any scale yu chse. We believe the 5 pint scale gives an pprtunity t cmmunicate all cnditins f emplyee develpment. T learn mre abut chsing a rating scale, read ur white paper titled Perfrmance Rating Scales as a Guideline fr Effective Manager and Emplyee Cmmunicatins. 4. What d we want the review frm t measure? BLOOM allws yur cmpany the ability t custmize yur perfrmance review frm. The review frm is custmized based n the fllwing criteria fr yur cmpany. Wrk Relatinships Creativity & Initiative Cmmunicatin Skills Rle Knwledge (view training recrd) Organizatin Standards Individual Gals (imprted frm the emplyee recrd) Cmpetency Review (imprted frm the rle descriptin) Pay Data (this can be turned n r ff by rle, giving managers the ability t view their emplyees pay data) One apprach is t chse criteria that are based n the cmpany values and the current pririties required t achieve the strategic initiatives f the rganizatin. This bviusly differs fr each cmpany and the requirements shuld be driven by clear leadership directives. Anther apprach is t slely base the perfrmance review n the rle requirements and individual cntributins f each emplyee. In the mst simplistic frm, this can include the KRA, Individual Gals, Cmpetencies and Rle Knwledge criteria fr the review frm. Each f these review sectins imprts the specific requirements frm each emplyee recrd t prvide a persnalized review experience. 3 P age

4 BLOOM PERFORMANCE REVIEW PROCESS Example f suggested cmpletin deadline dates fr a unified cmpany prcess versus reviews ccurring at each emplyee s anniversary date. January 1 All Emplyees Receive HR Packet & Annual State f the Cmpany January 7 January 22 February 8 March 1 March 15 March 22 April 1 1 Managers Update Jb Prfiles 2 Emplyees Receive Self Evaluatin Instructins & Revised Jb Prfile 3 Emplyees Cmplete Self Evaluatin 4 Manager Planning & Preparatin (Schedule, review ntes, gals, cmplete frm) 5 Managers Present Reviews t Upper Management fr Review 6 Managers Cnduct Reviews with Emplyees Cmmunicate schedule Warm up Explain advantages & measures fr review Ask emplyee s pinin Evaluate perfrmance, nt persn Build n strengths Be candid & specific Ask fr emplyee s feedback Actively listen, n interruptins Set gals & bjectives Practively handle difficult reviews Clse the meeting 7 HR Cmplete Final Wage Decisins & Peer Cmparisns 8 Present pay change ntificatins & benefit summaries t emplyees 9 Pay changes effective & all paperwrk filed The first time, als share the perfrmance planning purpse and why this prcess is Use frms in BLOOM 4 P age

5 5. Hw many peple will give input t an emplyee s review? Emplyees having perspective and input frm mre than ne persn is imprtant t their success. In the future, BLOOM will have a multi rater review frm prcess that will be available fr n additinal fee. Currently, the fllwing perspectives can be captured in each emplyee s review frm per yur cmpany s prcess. BLOOM allws emplyees t have bth a primary and secndary supervisr. The primary and secndary supervisrs have access t emplyees active review frms fr cmment. Executives can view and edit reviews fr anyne wh reprts t the managers directly reprting t them. Emplyees can cmplete self reviews withut seeing manager s cmment until the time f the review interviews with their managers. 6. Will the managers be expected t set individual emplyee develpment gals and training at the time f the review? This can be dictated by yur cmpany prcedure fr setting emplyee gals. Hwever, we recmmend making it a part f the review prcess. The review frm can imprt emplyee gals fr rating active gals and gals clsed since the last review perid. At the very least these shuld be reviewed. Additinally, it is gd t revisit the existing gal ntes and review prgress and resurces needed t cmplete pen gals. New gals can be added that are required t be started prir t the next review perid. Gals are the mst effective way fr managers t cmmunicate individual perfrmance enhancements that are needed fr success. Cnsideratins fr prmtin and successin planning steps shuld be centered arund emplyee gal setting. In 2010, BLOOM will be a launching a new successin planning tl that will incrprate future rle requirements, cnsideratins fr advancement, and achievement f gals as criteria fr building career plans. Cntact yur BLOOM Implementatin Cnsultant if yu have any questins. supprt@blmware.cm Visit ur BLOOM Blg fr mre advice. 5 P age