EM EMPLOYEE YEE PER ERFORMANCE ORMANCE EV EVALUATION TION (C - - PowerPoint PPT Presentation
CCN CNY HUMA UMAN N RES ESOU OURCES CES EM EMPLOYEE YEE PER ERFORMANCE ORMANCE EV EVALUATION TION (C (CLASSIFI LASSIFIED ED STAFF AFF & & HEO EO SER ERIES) IES) TRAINING INING SERIES ERIES C C N Y O F F I C E O F
C C N Y O F F I C E O F H U M A N R E S O U R C E S
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mental l expect ectations ions 2.
ize e employee ee contrib ribution
s, as well as, discu cuss ss areas for improvement ment 3.
ify opportunit nitie ies s for training ing and pro rofess ession
al developmen ment 4.
rovide de the basis is for adva vance ncemen ment oppor
ies.
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Performance Planning: Goals(Results/Behaviors) and Developmental Activities Provide Consistent Feedback During Rating Period Preparing for Performance Evaluation: Employee Input Preparing for Performance Evaluation: Appraise Performance Administering the Performance Evaluation
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(CON ONTINUED) D)
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Performance Planning: Goals(Results/Behaviors) and Developmental Activities
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ntinued) inued)
Some Resour urces ces for Trainin ining Classes: s:
https://www.ccny.cuny.edu/cps;
https://www.cuny.edu/about/administration/offices/hr/professional- development-learning-management/;
https://www1.nyc.gov/site/dcas/agencies/citywide-training-and- development.page;
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Performance Planning: Goals(Results/Behaviors) and Developmental Activities Provide Consistent Feedback During Rating Period
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Exampl ples es of On-Go Goin ing g Feedba dback ck – Let
etter er /Memor emorand andum
RE: Lat ateness eness “This letter summarizes our discussion about your lateness to work. Today you were 15 minutes late to work. Additionally over the past 3 weeks you reported late to work 8
You informed me that you have had some unanticipated child care issues and that you hope to have them worked out by next week. I advised you that in the future you must communicate these matters to me in advance. Doing so gives us an opportunity to troubleshoot ways to help you and help us minimize the impact your lateness has on the
I also suggested that you consult with HR about child care support options. We agreed that I would follow-up with you in 2 weeks to assess your improvement in this area.”
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Performance Planning: Goals(Results/Behaviors) and Developmental Activities Provide Consistent Feedback During Rating Period Preparing for Performance Evaluation: Employee Input
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SELF EVALUATION ION STATEM EMENT ENTS ABOUT ACCOMPLISHM ISHMENT ENTS Emp mployee asked d to self-rat rate based on eva valua uati tion n comp mpet etency ncy categori
Emp mployee provides vides a s situa tuati tion,
ns they took to achieve desired d results ults and the imp mpact ct
eir accomp mplish shme ment nt on the organi nizati ation Typically employee’s ratings are compared to supervisor’s ratings Supervisors are reminded about the employee’s accomp mplish shments ents and how they y were achieved Defensiv nsiveness ness and disa sagree reements ents may result ult if f supe pervi visor r rates es emp mployee ee less s fa favora rably y than n the employee ee rated d them self (emplo loyee) Fewer disco sconne nnects cts (and disag sagre reem ements ents) between the supervisor’s and employee’s views
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Performance Planning: Goals(Results/Behaviors) and Developmental Activities Provide Consistent Feedback During Rating Period Preparing for Performance Evaluation: Employee Input Preparing for Performance Evaluation: Appraise Performance
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Performance Planning: Goals(Results/Behaviors) and Developmental Activities Provide Consistent Feedback During Rating Period Preparing for Performance Evaluation: Employee Input Preparing for Performance Evaluation: Appraise Performance Administering the Performance Evaluation
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_______________________________________ * The Two-St Step ep Process ess is pursua suant nt to the PSC/CU CUNY NY Agreement. nt.
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tinue nued) d)
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a. a. Prepa pared red after er the e Eval valuat uation Confere erence nce b.
commen ents ts c. c. Given en to the empl ployee ee with thin n 10 working rking days s follo llowi wing ng the e Eval valuation uation Conferen erence ce d.
ployee ee provid vided ed 10 days s to revi view, sign gn and ret eturn urn to thei eir super ervisor visor. e. e. The empl ployee ee may subm bmit t commen ents ts regar arding ding the perfor
mance eval valuat ation
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1.
mployee e and Supervisor isor Data a must t be compl mpleted ed 2.
uatio tion n period d must t be provided ded 3.
icate e the dates s that t the Conference erence was held and the Evalua uatio tion n given en to emp mployee ee 4.
tion n A – Competen ency cy categori egories es 1-6 applica icable ble to all HEO titles es 5.
tion n A – However er, competen enci cies es 9-11 are re applica icable e only to HEA and HEO titles es
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1. 1. Compet peten ency cy 7 is applica icable e to all HEO titles es 2. 2. Item m 8 allows ws for depar artme tment nt specif cific ic compet peten ency cy (Ad Additional ditional competen enci cies es may be include uded) d) 3. 3. As previousl
y indicat cated ed competen enci cies es 9-11 are only applica icable e to HEA and HEO titles es 4. 4. Sectio tion n B – provides des additio tiona nal
tuni nity ty to includ ude e emp mployee ee commen ments.
er, emp mployee e feedb dback ack should d be indicat cated ed throughout ghout the eva valua uati tion
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HEO form Pa Page 4 review: 1. 1. Sectio tion n C – provides es for prior period’s goals/behavioral expectati ectations; ns; how they y we were rated d and relevan ant t comments ments by by super ervisor isor and emp mployee ee 2. 2. Sectio tion n D – provides des for new goals/beha s/behavio ioral al expectati ectations
3. 3. Sectio tion n E – superviso isor may include ude additi tion
al comments mments in narrati tive e format mat
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HEO form Pa Page e 5 review:
PROFESSIONA IONAL L DEVELOPMENT ENT PLAN
Emp mployee e growth th and developmen
t benefi efits ts the depar artme tment nt and College. ege. Supervisor visors s and emp mployee ees s are re expect ected ed to engage ge in discuss ussions
t promot
e
tuni nities ties in this s area 2. 2. Sectio tion n G – Do not
get to includ ude e an Overall erall Rating ting 3. 3. Sectio tion n H – Supervisor sors s must t sign the docume ument nt bef efore e it is issu sued ed to the emp mployee ee
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1. 1. Failure ure to provide de on-goin going g feedb dback ack 2. 2. Tot
al perfor
mance nce is not
evaluat uated ed 3. 3. Failure ure to indicat cate e the employee’s input in the performa mance nce evalua uati tion
4. 4. Supervisor isor fa fails s to consul sult t with h appropri priat ate e college ege resour urce ce (i.e., e., HR, General al Counsel nsel, Dean, n, VP, et etc. c.) 5. 5. The super ervisor isor prepares ares the performa mance nce evalua uati tion
the conference erence and gives es it to the emp mployee ee at the conferen erence ce 6. 6. Evalua uatio tions ns are only done for poor performe mers 7. 7. Emp mployee e receiv ives es their ir first st unsat atisf isfact actory evaluat ation ion in 13 13.3b 3b year
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SA SAMPLE PLE CONTENT FOR HEO PERFORMANCE ORMANCE EVALUATION ON COMPE MPETENCY CY CA CATEGOR ORIES Employee’s Profile Name: e: Amanda Title: e: Program Advisor (HEa) Dutie ies: s: Designs and implements recruitment activities and retention initiatives
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❖ All information on form is required and should be completed. ❖ The employee’s status should be indicated as Permanent, Probationary, or Provisional. ❖ Probationary employees are evaluated quarterly ❖ Employees with one year of service are evaluated annually ❖ An emp mployee ee who receiv ives es a Does s Not
et Expecta ectati tions
E), should uld be re-eval aluat uated ed after er three e months. ths.
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ADMINISTERING THE CLASSIFIED ED STAFF PERFORMANCE EVALUATION…(CONTINUED)
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ADMINISTERING THE CLASSIFIED ED STAFF PERFORMANCE EVALUATION…(CONTINUED)
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ADMINISTERING THE CLASSIFIED ED STAFF PERFORMANCE EVALUATION…(CONTINUED)
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ADMINISTERING THE CLASSIFIED ED STAFF PERFORMANCE EVALUATION…(CONTINUED)
ADMINISTERING THE CLASSIFIED ED STAFF PERFORMANCE EVALUATION…(CONTINUED)
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Classif assified ed form rm page e 5: (NEW EW SECTI CTION) ON) 1. 1. Secti ction
Provides prior period’s goals/behavioral expect ectations, ations, how they y were re rated ed and rele levant ant comm mments ents by super ervisor sor and emp mplo loyee ee 2. 2. Section ction 11 – provid vides es new Goals/Be als/Beha havioral vioral Expectat ectations
3. 3. Section ction 12
Emp mplo loyee ee growth wth and devel elopm
ent benef efits ts the depar artment tment and Coll llege.
upervisor sors and emp mplo loyees ees are e expect ected ed to engage age in discus scussions sions that t promo mote e oppor
tunities es in this s area 58
ADMINISTERING THE CLASSIFIED ED STAFF PERFORMANCE EVALUATION…(CONTINUED)
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ADMINISTERING THE CLASSIFIED ED STAFF PERFORMANCE EVALUATION…(CONTINUED)
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ADMINISTERING THE CLASSIFIED ED STAFF PERFORMANCE EVALUATION…(CONTINUED)
CHALLENGES WITH THE CLASSIFIED STAFF PERFORMANCE EVALUATION PROCESS
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Emp mplo loyee ee Profile le Name me: Ri Richar chard Title: tle: Ad Admini ministr strat ative e Assi sist stant ant (CUNY UNY Office ce Assi sistan tant t – COA) Duti ties es: Res espons ponsible ble for r maint ntai aining ning front nt desk sk cover erage age; answ nswering ering tele leph phon
e calls; lls; coor
dinat nating ng the work rk of College llege Assi sistant stants s and work k study udy students dents 62
SA SAMPLE PLE CONT NTENT NT FOR R CLASS SSIFIE FIED D STAF AFF F EV EVAL ALUATION ON COMP MPETENCY ENCY CA CATEGORI RIES
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Practi tical cal Tips: s: ✓ Total performance should be discussed ✓ Should be privat ate e and constr structi uctive
✓ Ask questions, elicit responses; ✓ Seek opportun tunitie ties to professiona ionally ly develop p emp mplo loyee ees ✓ Supervisor should show that they are invested in the employee’s success. ✓ Encourage employee to invest in the department’s success, as well as, their r own. n. ✓ Offer simple, practical advice
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