Professional Faculty EvalS Overview Training Days 2014

Transcription

1 Professional Faculty EvalS Overview Training Days 2014

2 Objectives Overview of the Professional Faculty version of Evals in Development Best Practices Walk Through of the Process and Tool Best Practices 1

3 EvalS for Professional Faculty WHAT A new electronic tool / process for evaluating professional faculty. Similar to EvalS for classified employees in look, feel, and mechanics. WHEN Optional, but target for tool release = Dec. 1, 2014 WHO For evaluating professional faculty employees. Some organizations plan to use the tool exclusively for evaluations. WHERE Will be found at myosu portal by clicking on Employee (lower right on page) 2

4 EvalS for Professional Faculty - HOW Step 1 Supervisor will initiate you choose annual cycle for your group. Choices fiscal or academic year. Step 2 Employee submits goals / Supervisor reviews and approves goals. (Unit may have specific requirements). Step 3 Employee enters and submits Results. Step 4 Supervisor enters results, writes appraisal summary, enters a rating, Releases for Employee Review 3

5 EvalS for Professional Faculty How Cont d Step 5 - Employee reviews and meets with Supervisor to review the evaluation. Step 6 Supervisor makes final edits, confirms that the evaluation is complete, has been reviewed with the employee, completes the electronic signature, and releases for employee signature Step 7 Employee electronically signs and adds optional comments 4

6 EvalS for Professional Faculty How Cont d Step 8 Employee and supervisor can print/save PDF copy of the evaluation. A copy will automatically go to the employee personnel file in NOLIJ Step 9 / 1 Begin composing goals for following year 5

7 Goals Context What Goals Are All About? Well crafted goals provide a clear understanding of what is expected and at what level the employee will be held accountable Goals build a partnership between employees and supervisors in documenting opportunities for meeting evolving business needs, as well as, personal and/or career development 6

8 Goals Environment Business Drivers Principles Values Business Plan Strategy Vision/Mission Change Position Drivers Past Evaluation Position Plan Performance Criteria Employee Needs Manager Needs Change 7 TIME FRAME QUARTER / ANNUAL? GOAL TYPE CORRECTIONAL / ASPIRATIONAL / INCREMENTAL? WHAT Deliverable HOW - Methodology

9 Professional Faculty EvalS - Timeline Evaluation period is 12 months. Review cycle is 15 months to allow evaluation for the full 12 months The following year goals can be started 30 days before the current evaluation period is complete to allow for overlap and continuity Each designated evaluation step has been designed to allow sufficient time for thoughtful consideration no less than 15 days for any step The system has automatic reminders that a step needs to be completed One message only per step 8

10 Customization of EvalS for Professional Faculty Evaluations Tailored performance categories Allows for unit specific requirements Start Here button Employee Review process step Customized Rating System Storage in department/unit files/nolij Optional employee comments Extended time for completion (15 month review 9 cycle)

11 Professional EvalS Rating System Exceptional Performance Consistently operates well above expectations Strong Performance Fully meets and often exceeds expectations of the position Satisfactory Fully meets the expectations of the position Needs Improvement Occasionally does not meet expectations or needs significant improvement in critical areas Does Not Meet Expectations Consistently does not meet expectations in key elements of the position No basis for evaluation / Not Rated (next level manager will be notified) 10

12 Professional Faculty EvalS Performance Categories Leadership Management Collegiality / Teamwork Communication Social Responsibility / Service / Outreach Professional / Technical Competency Business Drivers/Results 11

13 Supervisory Best Practices for Professional Evals Unit wide consistency in the annual performance cycle Start with PD (now printable from Evals) Note: Ideal time to update the PD Contact your BC Align with Unit Objectives and Specifications Conversation before employee enters goals Remember the reactivating goals option should substantial change occur during the year Make discussion appointment with employee at the same time it is released for Employee Review Keep track of performance throughout the year Be mindful of timing and due dates 12

14 Professional Faculty EvalS Timeline (Jul 1 Jun30 Cycle) June Eval created (supervisor) July Eval cycle starts Aug Goals due (employee) Sep Goals approval due (supervisor) Oct - Aug 2015 Performance Jun nd Eval created Jul nd Eval cycle start July Evaluation Cycle Ends Aug Results Due (employee) Aug Supervisor Appraisal Due (supervisor) Sep Employee Review Due (employee) Sep Evaluation Release Due (supervisor) Oct Signature Due (employee) 13