The key strategies and skills involved are: When developing a performance evaluation program for an employee, use the SMART approach to goal setting. Due to COVID-19 and limited operations in 2020, we encourage you to review your 2020 goals and make changes as needed prior to starting your PEP process. Expect things to be uncomfortable sometimes and don’t interpret this as poor performance on your part. Providing appropriate learning and development opportunities 6. On the other hand, it can blind us to our own personal responsibility for contributing to unhelpful situations. The Manager will be notified via an automated email when one of their direct reports completes their Self-Evaluation. Separate the person from the problems and intentions from behaviors and consequences. Consider what is acknowledged, valued and rewarded in the department culture at a subconscious level and find ways to adjust that to reinforce helpful behaviors instead. The process is a means for ensuring continuous, open communication between the supervisor and employee. Email us at PEP@unm.edu, we're here to help! They also tend to attribute other people’s unhelpful behaviors to internal influences, like personality or character (eg they’re just a bad-tempered kind of person). We recommend this step begins January-February, but it may be completed sooner if the Self-Evaluation is completed by the Employee. What do I do if an employee is: • Raters assess performance based on leadership attributes and competencies. Make an effort, also, to analyze the consequences that might subtly be reinforcing the unhelpful behavior. With performance appraisal forms to complete, employee feedback to gather, ratings to decide on, and meetings and write-ups to deal with, what should be a value-adding … It is a measurement process; it is an exercise in observation and judgment; it is a feedback process. Types 7. They know that if the performance evaluation is less than stellar, they risk alienating the employee. See UAP 3230: Performance Review and Recognition. If changes are made to an employees role, new performance expectations should be clearly communicated, ideally within the first few weeks of the job change. The supervisor can ensure that they prepare the following elements: Effective performance evaluation has clear focus on achieving the desired outcomes. Feedback is best delivered in the form of Situation, Behavior, Impact. The performance evaluation should be based on the performance expectations as outlined in the employee’s job description. All evaluations are due by March 1, 2021. Acknowledge external factors outside the employee’s control and make a commitment to doing what you can about them. Review a copy of the previous year’s Performance and Staff Development Plan. For some industries, such as hospitality, … Encourage the employee to identify how they could do things differently that would help close the gap. All PEP forms must be complete with signatures on them by both the Manager and Employee by March 1. This is simply about establishing effective communication between you … It is a control device, which is used by the organization to accomplish its predetermined goals. This can inform the process owner whether the process is functioning well – f… The Manager will simultaneously review the Employee’s Self-Evaluation and enter their own ratings regarding the Employee’s job responsibilities and achievement of goals. Evaluation forms can be great sources of feedback as well as effective marketing tools. The person is not the problem – the problem is the behaviors that are ineffective in achieving desired results.
2020 performance evaluation process