Nova Southeastern University Nova Southeastern University facilitated by: facilitated by: Aaron Greenberg and Maureen Simunek-Appelt Office of Human Resources.

Nova Southeastern UniversityNova Southeastern University

facilitated by:facilitated by:

Aaron Greenberg andAaron Greenberg and

Maureen Simunek-AppeltMaureen Simunek-Appelt

Office of Human ResourcesOffice of Human Resources

Performance Management:

Focus on Performance Appraisals

Course ObjectivesCourse Objectives

After completing this workshop, the learner will be able to:

Understand NSU’s performance rating scale

Fill out a Performance Appraisal Form

Conduct meaningful performance appraisal discussions

Be prepared for some common challenges of the appraisal process

Set effective goals with employees

Your ExperienceYour Experience

Think about your Think about your last review:last review:

What thoughts come What thoughts come to mind?to mind?

What went right, What went right, what went wrong?what went wrong?

An iterative process of goal-setting, An iterative process of goal-setting,

communication, observation and evaluation to communication, observation and evaluation to

support, retain and develop exceptional support, retain and develop exceptional

employees for organizational success.employees for organizational success.

Performance Performance ManagementManagement

CommunicateCommunicate

ObserveObserveEvaluateEvaluate

Set GoalsSet Goals

Why ManageWhy Manage

Performance?Performance?

Curb or redirect non-productive Curb or redirect non-productive activitiesactivities

Encourage and reward behaviors aligned with Encourage and reward behaviors aligned with

organizational mission and goalsorganizational mission and goals

To reach organizational mission and To reach organizational mission and goalsgoals

What do Employees What do Employees Expect?Expect?

Clear expectationsClear expectations

Positive/constructive Positive/constructive feedback on a regular basisfeedback on a regular basis

Involvement in goal settingInvolvement in goal setting

Be treated fairly and Be treated fairly and consistentlyconsistently

Sharing of information and Sharing of information and resourcesresources

Job/career enrichment Job/career enrichment opportunitiesopportunities

Planning for the ProcessPlanning for the Process

Review employee’s Review employee’s job descriptionjob description

Understand the Understand the performance performance measurement measurement system system

Review notes from Review notes from the yearthe year

Understand Understand employee employee expectationsexpectations

Types of Appraisal FormsTypes of Appraisal Forms

ExemptExempt

Exempt ManagerialExempt Managerial

Non-ExemptNon-Exempt

Senior AdministratorSenior Administrator

Forms are available online at: Forms are available online at:

http://www.nova.edu/cwis/hrd/ohrforms.html

Rating ScaleRating Scale

4 - Excellent 4 - Excellent (Exceeds Standards)(Exceeds Standards)

3 - Good 3 - Good (Fully Meets Standards)(Fully Meets Standards)

2 – Acceptable 2 – Acceptable (Usually Meets Standards)(Usually Meets Standards)

1 – Unsatisfactory 1 – Unsatisfactory (Fails to Meet (Fails to Meet Standards)Standards)

Excellent Excellent ((Exceeds StandardsExceeds Standards)) Clearly considered to be Clearly considered to be exceptionalexceptional

performers. performers. Consistently exceed the communicated Consistently exceed the communicated

expectations of the job function, responsibility expectations of the job function, responsibility or goal. or goal.

Demonstrate unique understanding of work Demonstrate unique understanding of work beyond assigned area of responsibility.beyond assigned area of responsibility.

Identify needs and provide unique, innovative Identify needs and provide unique, innovative and workable solutions to problems.  and workable solutions to problems. 

Achievements and abilities are obvious to Achievements and abilities are obvious to subordinates, peers, managers and customers.subordinates, peers, managers and customers.

Good Good ((Fully Meets Fully Meets StandardsStandards))

These employees are “on track” and fully These employees are “on track” and fully achieve expectations. achieve expectations.

Independently and competently perform all Independently and competently perform all aspects of the job function, responsibility, or aspects of the job function, responsibility, or goal.goal.

Performance consistently meets the Performance consistently meets the requirements, standards, or objectives of the requirements, standards, or objectives of the job.job.

Occasionally Occasionally exceeds exceeds requirements. requirements. Recognizes, participates in, and adjusts to Recognizes, participates in, and adjusts to

changing situations and work assignments. changing situations and work assignments.

Acceptable Acceptable (Usually Meets Standards)(Usually Meets Standards)

Generally meet expectations required Generally meet expectations required for the position.for the position.

Competently perform Competently perform mostmost aspects of aspects of the job function, responsibility or goal. the job function, responsibility or goal.

May require improvement in one or May require improvement in one or two areas of consistent weakness.two areas of consistent weakness.

Employee requires coaching in a weak Employee requires coaching in a weak area or may need additional resources area or may need additional resources or training to meet expectations. or training to meet expectations.

Unsatisfactory Unsatisfactory (Fails to Meet Standards)(Fails to Meet Standards)

Employees with this rating fail to Employees with this rating fail to satisfactorily perform most aspects of the satisfactorily perform most aspects of the position (or function). position (or function).

Performance levels are Performance levels are belowbelow established established requirements for the job.requirements for the job.

Employee requires close guidance and Employee requires close guidance and direction in order to perform routine job direction in order to perform routine job duties.duties.

Performance may impede the work of Performance may impede the work of others and the unit.others and the unit.

A performance improvement plan must be A performance improvement plan must be submitted to OHR. submitted to OHR.

Scheduling the Scheduling the MeetingMeeting

NoticeNotice

LocationLocation

Self-evaluationSelf-evaluation

Appropriate formAppropriate form

CommentsComments

Supervisory approvalSupervisory approval

Filling out the FormFilling out the Form Review notesReview notes

Behaviors vs. value Behaviors vs. value judgmentsjudgments

Align categories on Align categories on form with form with employee’s job employee’s job responsibilitiesresponsibilities

Optional categoriesOptional categories

Set goalsSet goals

Setting Effective GoalsSetting Effective Goals

Quick TipsQuick Tips S.M.A.R.T. GoalsS.M.A.R.T. Goals

SpecificSpecific MeasurableMeasurable Achievable/Agreed Achievable/Agreed

UponUpon RelevantRelevant Time-boundTime-bound

AlignedAligned AdjustableAdjustable

CommunicateCommunicate

ObserveObserveEvaluateEvaluate

Set GoalsSet Goals

Common MistakesCommon Mistakes LabelingLabeling RecencyRecency Central Central

TendencyTendency LeniencyLeniency Horns/Halo Horns/Halo

EffectEffect ConstancyConstancy SimilaritySimilarity

Performance Appraisal Performance Appraisal PracticePractice

Review Performance Review Performance Appraisal for items that Appraisal for items that are:are: Under-ratedUnder-rated Over-ratedOver-rated Poorly statedPoorly stated

Refer to employee Refer to employee backgroundbackground

Rewrite Performance Rewrite Performance Appraisal using tools Appraisal using tools reviewed todayreviewed today

Make sure to fill out the Make sure to fill out the form completely including form completely including the Goals sectionthe Goals section

CommonCommonPerformance Performance AppraisalAppraisalChallengesChallenges

Conducting the MeetingConducting the Meeting Review rating systemReview rating system

Discuss employee’s self Discuss employee’s self reviewreview

Let employee talkLet employee talk

Be aware of all three parts Be aware of all three parts of the messages you send:of the messages you send: WordsWords ToneTone Body LanguageBody Language

Stay focused on Stay focused on performanceperformance

Dates to RememberDates to Remember Appraisals due to Appraisals due to

your HR contact your HR contact before before May 1, 2009May 1, 2009

Review form with HR Review form with HR contact before contact before meeting with meeting with employeeemployee

No reclassifications No reclassifications between between April 1 April 1 and July 31, 2009 and July 31, 2009