Performance Management STEPS2 EXCELLENCE. CAMPUS-WIDE EMPLOYEE INFORMATION for
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1 Management STEPS2 EXCELLENCE CAMPUS-WIDE EMPLOYEE INFORMATION for
2 STEPS2 EXCELLENCE Agenda Introductions New SHRA Policy Overview 4 Key Changes of the new PMP Policy STEPS2EXCELLENCE Weighting and Rating Off Cycle Reviews Next Steps Questions Strategies for Teamwork, Engagement and Success
3 SHRA Appraisal Policy State policy modified to better fit University positions in April 2016 Goal! To promote honest, clear, and on-going communication about performance expectations
4 SHRA PERFORMANCE POLICY Cycle Off Cycle Reviews Ratings Calibration Make process clearer and less cumbersome Simplify process by standardizing evaluation criteria Increase performance goal & rating consistency Standardizing performance categories Increase accuracy and defensibility of ratings Address both job performance and conduct Promote honest and clear communication
5 STEPS2 EXCELLENCE OVERVIEW New SHRA Policy FOUR KEY CHANGES YOU SHOULD KNOW in Management for Strategies for Teamwork, Engagement and Success
6 FOUR KEY CHANGES FOR Weighted Cycle Ratings New! Annual Cycle April 1 st March 31 st (formerly March 1 February 28/29)
7 FOUR KEY CHANGES FOR Weighted Cycle Ratings 5 Institutional (Standard) 3 5 Individual (6 for supervisors) (specific tasks) COMPLIANCE & INTEGRITY GOAL #1 ACCOUNT- ABILITY EXPERTISE + SUPERVISION GOAL #2 GOAL #3 CUSTOMER- ORIENTED TEAM- ORIENTED GOAL #4 GOAL #5
8 FOUR KEY CHANGES FOR Weighted Cycle Ratings 10% COMPLIANCE & INTEGRITY 15% GOAL #1 10% ACCOUNT- ABILITY 10% EXPERTISE 10% GOAL #2 10% GOAL #3 15% CUSTOMER- ORIENTED 5% TEAM- ORIENTED 10% GOAL #4 5% GOAL #5 Institutional 50% Individual 50%
9 FOUR KEY CHANGES FOR Weighted Cycle Ratings Institutional Goal and Individual Goal Scores 3 = Exceeding Expectations A+ 2 = Meeting Expectations A 1 = Not Meeting Expectations D Final Overall Rating 2.70 to 3.00 = Exceeding Expectations 1.70 to 2.69 = Meeting Expectations 1.00 to 1.69 = Not Meeting Expectations
10 WHAT TO REMEMBER Cycle OLD CYCLE ( ) NEW CYCLE ( ) Effective March 1 Feb 28/29 April 1 March 31 s Work Job Duty SMART Behavioral Institutional Individual Weighted Prioritized Job Duties Institutional (50%) Individual (50%) Ratings 5 Ratings 3 Ratings
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12 Roles and Responsibilities Next Level Supervisor Ensure immediate supervisors are aware of unit goals Review performance plans and evaluations ensure goals align and ratings are consistent/compliant Immediate Supervisor Clarity in expectations and honesty in appraisal (consistency across unit) Timely feedback and use of available resources to help employee succeed Employee Actively participate and own the work Ask questions and keep supervisor informed
13 Roles and Responsibilities Next Level Supervisor Immediate Supervisor NOTE! Some of these actions may occur concurrently. Employee Immediate Supervisor and Employee Create the Next Level Supervisor Approves the Review Meeting with Employee Employee Acknowledges Annual Appraisal Employee Completes Self Appraisal Immediate Supervisor completes Annual Appraisal Next Level Supervisor Approves the Annual Appraisal Annual Appraisal Review Meeting with Employee Employee Acknowledges Annual Appraisal
14 Institutional Success Tip! Be able to relate these goals to your job tasks and position standards EXPERTISE Precision Resourcing Innovation Development ACCOUNTABILITY Productivity Autonomy Prioritizing Coordination CUSTOMER ORIENTED Clarity Awareness Attentiveness Diplomacy TEAM ORIENTED Collegiality Collaboration Contribution Attendance COMPLIANCE & INTEGRITY Policy Safety Ethics Respect SUPERVISION Oversight Goal Setting Managing Talent Leading
15 Success Tip! Be able to relate these goals to your job tasks and position standards EXPERTISE Precision Produces work that is accurate, thorough, and demonstrates sufficient analysis and decision making to meet requirements of the employee s position and profession. Resourcing Makes efficient and appropriate use of materials and documents work appropriately. Innovation Looks for ways to improve efficiency or quality. Development Maintains technical skills and relevant professional credentials. ACCOUNTABILITY ACCOUNTABILITY Productivity Completes required volume of work by established deadlines and stays productive throughout workday. Autonomy Generally completes work with few reminders and/or infrequent oversight. Prioritizing Takes sufficient/appropriate measures to plan and organize work, prioritize tasks, and set realistic goals. Coordination Seeks needed information to complete work and timely communicates status with relevant parties.
16 Success Tip! Be able to relate these goals to your job tasks and position standards EXPERTISE
17 KEY ELEMENTS OF POLICY Cycle Weighted Ratings Off Cycle Reviews 5 Institutional (Standard) 3 5 Individual (6 for supervisors) (specific tasks) COMPLIANCE & INTEGRITY GOAL #1 ACCOUNT- ABILITY EXPERTISE GOAL #2 GOAL #3 + SUPERVISION CUSTOMER- ORIENTED TEAM- ORIENTED GOAL #4 GOAL #5
18 3 5 Individual Critical Function Project Oriented Forward Focused Individual
19 STEPS2 EXCELLENCE TALENT DEVELOPMENT PLAN Strategies for Teamwork, Engagement and Success
20 KEY ELEMENTS OF POLICY Cycle Weighted Scoring Ratings Off Cycle Reviews INSTITUTIONAL Weight x Rating = Score INDIVIDUAL Weight x Rating = Score Expertise 10% Goal 1 25% Accountability 5% Goal 2 10% Customer Oriented 15% Goal 3 5% Team Oriented 10% Goal 4 5% Compliance & Integrity 10% Goal 5 5% % TOTAL % TOTAL 1.10 Overall Score: = 2.40 Meeting Expectations
21 KEY ELEMENTS OF POLICY Cycle Weighted Scoring Ratings Off Cycle Reviews INSTITUTIONAL Weight x Rating = Score INDIVIDUAL Weight x Rating = Score Expertise 10% Goal 1 25% Accountability 5% Goal 2 10% Customer Oriented 15% Goal 3 5% Team Oriented 10% Goal 4 5% Compliance & Integrity 10% Goal 5 5% % TOTAL % TOTAL 1.10 Overall Score: = 2.40 Meeting Expectations
22 KEY ELEMENTS OF POLICY Cycle Weighted Scoring Ratings Off Cycle Reviews INSTITUTIONAL Weight x Rating = Score INDIVIDUAL Weight x Rating = Score Expertise 10% Goal 1 25% Accountability 5% Goal 2 10% Customer Oriented 15% Goal 3 5% Team Oriented 10% Goal 4 5% Compliance & Integrity 10% Goal 5 5% % TOTAL % TOTAL 1.10 Overall Score: = 2.40 Meeting Expectations
23 KEY ELEMENTS OF POLICY Cycle Weighted Ratings Off Cycle Reviews Institutional Goal and Individual Goal Scores 3 = Exceeding Expectations A+ 2 = Meeting Expectations A 1 = Not Meeting Expectations D Final Overall Rating 2.70 to 3.00 = Exceeding Expectations 1.70 to 2.69 = Meeting Expectations 1.00 to 1.69 = Not Meeting Expectations
24 KEY ELEMENTS OF POLICY Cycle Weighted Ratings Off Cycle Reviews Impact of Deficiencies on Final Overall Rating 1. An employee who receives any rating of Not Meeting Expectations shall not receive a final overall rating of Exceeding Expectations, regardless of the results achieved on other goals
25 KEY ELEMENTS OF POLICY Cycle Weighted Ratings Off Cycle Reviews Impact of Deficiencies on Final Overall Rating 2. If an employee has an active disciplinary action that was issued during this performance appraisal cycle, then the employee shall receive a Not Meeting Expectations rating for the goal (s) cited in the action and shall not receive a final overall rating of Exceeding Expectations, regardless of the results achieved on other goals. The disciplinary action shall be referenced in the annual performance appraisal document.
26 KEY ELEMENTS OF POLICY Cycle Weighted Ratings Off Cycle Reviews Impact of Deficiencies on Final Overall Rating Note: If the employee receives both a rating of Meeting Expectations for the goal(s) cited in an active disciplinary action and receives a rating of Meeting Expectations on the final overall rating, then the disciplinary action shall become inactive.
27 KEY ELEMENTS OF POLICY Cycle Weighted Ratings Off Cycle Reviews Probationary Reviews Interim Reviews Transfer Reviews Employee Requested Completed quarterly Completed mid cycle (~October) Required if Completed when supervisor or employee transfers Employee can request once a cycle Must be at least 60 days after last review
28 STEPS2 EXCELLENCE Next Steps Review Steps2Excellence Tools & Resources Available soon Know your Institutional & what Meeting Expectations means in your position Be prepared for performance plan meeting w/ supervisor Be an active participant in the performance process Questions on new policy or program? Gwen gdevans2@uncg.edu or Departmental Campus Champions Strategies for Teamwork, Engagement and Success
29 It s time for us now to take some giant steps toward making our great university the best it can possibly be. Chancellor Gilliam Know the policy changes for 2017 to 2018 Go to for more policy information Be on the lookout for future informational sessions and training
30 STEPS2 EXCELLENCE THANK YOU! Questions? Strategies for Teamwork, Engagement and Success
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