STAKES Succeeding through Teamwork, Active feedback, Knowledge - PowerPoint PPT Presentation

Nin inerTalent STAKES Succeeding through Teamwork, Active feedback, Knowledge transfer, Engagement, and Support

NinerTalent STAKES Program Program Philosophy Effectively communicating to engage our workforce and encourage individual, unit, and University success. Succeeding through • Meeting/Exceeding the business needs of the University & career goals Team-work • Working together as a community to achieve our objectives Active feedback • Ongoing clear and effective two-way communication on job expectations Knowledge transfer • Preparing employees for future opportunities (Succession planning) Engagement • Interactions that reinforce each individual’s contribution to mission & goals Support • Assisting and encouraging individuals to accomplish their goals

Today’s Agenda Key Elem lements in in SHR HRA Perf erformance e A Apprais isal l Polic olicy • Cy Cycl cle • Per erformance ce Pl Plan • Of Off-Cycle Reviews • Per erformance ce Ap Apprais isals ls • Ca Cali libration Nin inerTalent STAKES Program • Talent Conversations • Tim Timeline • Roles and Responsibilities ………………………….…………………………….Break………………..……………..………………………… De Developin ing Perf erformance Pla lan • In Instit itutional Goa Goals ls • In Individual l Goa Goals • Ca Career De Develo lopment Goa Goals Nin inerTalent – Cr Creating a Perf erformance Pla lan

SHRA PERFORMANCE POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan

SHRA PERFORMANCE POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan • 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

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Annual Cycle April 1 st – March 31 st (formerly March 1 – February 28/29) State Deadline Performance Plan & Appraisals Due May 30 th

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan 5 Institutional Goals (Standard) 3-5 Individual Goals (6 for supervisors) (specific tasks) COMPLIANCE GOAL #1 & INTEGRITY ACCOUNT- GOAL #2 GOAL #3 EXPERTISE ABILITY + SUPERVISION CUSTOMER- TEAM- GOAL #4 GOAL #5 ORIENTED ORIENTED

Institutional Goals In Success Tip! Use the given verbiage to help you communicate your expectations CUSTOMER- COMPLIANCE EXPERTISE ORIENTED & INTEGRITY Precision Clarity Policy Resourcing Awareness Safety Innovation Attentiveness Ethics Development Diplomacy Respect TEAM- ACCOUNTABILITY SUPERVISION ORIENTED Productivity Oversight Collegiality Autonomy Goal-Setting Collaboration Prioritizing Managing Talent Contribution Coordination Leading Attendance

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan 5 Institutional Goals (Standard) 3-5 Individual Goals (6 for supervisors) (specific tasks) COMPLIANCE GOAL #1 & INTEGRITY ACCOUNT- GOAL #2 GOAL #3 EXPERTISE ABILITY + SUPERVISION CUSTOMER- TEAM- GOAL #4 GOAL #5 ORIENTED ORIENTED

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Weighted Goals 10% 15% COMPLIANCE GOAL #1 & INTEGRITY 10% 10% 10% 10% ACCOUNT- GOAL #2 GOAL #3 EXPERTISE ABILITY 15% 5% 10% 5% CUSTOMER- TEAM- GOAL #4 GOAL #5 ORIENTED ORIENTED Institutional Goals Individual Goals 50% 50%

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Performance Plan Approver’s Workflow Next Level Supervisor Review - ensure goal alignment and consistency across similar positions

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Probationary Interim Transfer Employee Reviews Reviews Reviews Requested • Employee can request once a cycle Completed Completed when mid-cycle Completed • Must be at supervisor (~October) quarterly least 60 days or employee R equired if… after last transfers review

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Norm Niner Harry Potter Hermione Granger Harry Potter Hermione Granger

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Review Date Off-Cycle Review Type Current Performance Status • Comments • Issues/areas for improvement Add new event • Deliverables to aid in “Add Entry” improvement

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan 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

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Scoring INSTITUTIONAL Weight x Rating = Score INDIVIDUAL Weight x Rating = Score Expertise 10% 3 0.30 Goal 1 25% 2 0.50 Accountability 5% 3 0.15 Goal 2 10% 2 0.20 Customer-Oriented 15% 3 0.45 Goal 3 5% 2 0.10 Team-Oriented 10% 2 0.20 Goal 4 5% 3 0.15 Compliance & Integrity 10% 2 0.20 Goal 5 5% 3 0.15 50% TOTAL 1.30 50% TOTAL 1.10 Overall Score: 1.30 + 1.10 = 2.40 Meeting Expectations

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Scoring INSTITUTIONAL Weight x Rating = Score INDIVIDUAL Weight x Rating = Score Expertise 10% 3 0.30 Goal 1 25% 2 0.50 Accountability 5% 3 0.15 Goal 2 10% 2 0.20 Customer-Oriented 15% 3 0.45 Goal 3 5% 2 0.10 Team-Oriented 10% 2 0.20 Goal 4 5% 3 0.15 Compliance & Integrity 10% 2 0.20 Goal 5 5% 3 0.15 50% TOTAL 1.30 50% TOTAL 1.10 Overall Score: 1.30 + 1.10 = 2.40 Meeting Expectations

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Scoring INSTITUTIONAL Weight x Rating = Score INDIVIDUAL Weight x Rating = Score Expertise 10% 3 0.30 Goal 1 25% 2 0.50 Accountability 5% 3 0.15 Goal 2 10% 2 0.20 Customer-Oriented 15% 3 0.45 Goal 3 5% 2 0.10 Team-Oriented 10% 2 0.20 Goal 4 5% 3 0.15 Compliance & Integrity 10% 2 0.20 Goal 5 5% 3 0.15 50% TOTAL 1.30 50% TOTAL 1.10 Overall Score: 1.30 + 1.10 = 2.40 Meeting Expectations

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan 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

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Things to note: 1. Overall Score ≠ “exceeding expectations” if employee: • was disciplined in current cycle or • has any appraisal rating of “not meeting expectations” 2. Any rating ± “meets expectations” must be supported by specific examples 3. Weighting should not be changed at or near the end of a performance cycle unless due to significant extenuating circumstances

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Performance Appraisal Approver’s Workflow Next Level Supervisor Review - ensure ratings comply w/ policy and are consistent across similar positions

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Calibration Establish goals and metrics to ensure consistent application of performance expectations and ratings across similar positions

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Calibration of Performance Goals & Ratings Not ot Meeting eting Meet etin ing g Exceedi eeding ng A On-Time P R R E O B A A C In Early C T Leaves Late T I I V V C E E 5 min. late

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Calibration of Performance Ratings Not ot Meeting eting Meet etin ing g Exceedi eeding ng A On-Time P R R E O B A A C In Early C T Leaves Late T I I V V C E E 5 min. late

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan “Meeting Expectations” Are there any standards of performance across job groups that you want to define? • Institutional Goals (%) • Individual Goals – tasks & (%)

KEY ELEMENTS OF POLICY Off-Cycle Performance Cycle Ratings Calibration Reviews Plan Calibration of Performance Goals Not ot Meeting eting Meet etin ing g Exceedi eeding ng 20% Expertise P R R 10% E O A Accountability A C C T 10% T I Customer-Oriented I V V E 5% E Team-Oriented 5% Compliance & Integrity