Performance Appraisal Report

Performance Appraisal Report

• 1.
  Performance Appraisals Presented by: SUJANDEEP THAPA SWAGATO DEY
• 2.
  Performance aPPraisal Process  GoalSetting Dean’s level Unit/Dept Level  Planning Performance Individual Goal Setting Development Planning  Coaching Performance  Reviewing Performance Mid Year Year End
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  How do wemeasure Performance?  Performance Results  What was produced/accomplished?  Through Goal-setting  Demonstrated Competencies  How was it produced/accomplished?  Rating performance factors : Job Knowledge, Collaboration & Teamwork, Service Excellence, Communication, Continuous Improvement, Management & Development, Budget Management etc.
• 4.
  THe wriTTen Performance aPPraisal  Askthat the staff member complete and return both the Employee Self Evaluation Form and Individual Goals Progress Report.  Employee Self Evaluation Form and Individual Goals Progress Report are being submitted to you via email, with a copy to HR.  When completing the Performance Appraisal Form focus on the responsibilities of the job as expressed in the job description. Be as objective as possible.  Indicate rating for each individual Performance Factor (Scale 1-4)  Calculate Overall Rating based on ratings for Performance Factors and Unit and Individual Goals (both are evenly weighted, 50/50).  Please ensure that your overall comments are responsive to the Employee Self Evaluation Form and Individual Goals Progress Report, as well as the performance factors.
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  More on theoverall rating  Unit and Individual Goal Performance Rating – on a scale of 1 - 4  Performance Factor Rating – Average rating for 5 – 7 performance factors  Calculate the officer’s overall rating. Example: Goal Performance Rating = 3.5 Performance Factor Average Rating = 3.3 Overall Rating = 3.4
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  the Written PerforMance aPPraisal Seek the approval of your Dean or Director responsible for your area. Incorporate any changes he or she may suggest.  A draft of all of the completed forms must be emailed to Human Resources and your respective Dean or Director for review prior to meeting with the employee.  Make an appointment with the staff member whose performance you will be reviewing. Allow ample time and ensure that you will not be interrupted.
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  PreParing for the PerforMancerevieW Meeting Manager’s Role:  Ask the direct report to prepare  Gather information on performance/ ensure supporting information on performance is available  Complete the performance appraisal  Email appraisal to next level manager & HR for approval  Plan your approach to the discussion  Schedule the meeting  Provide written evaluation to employee Employee’s Role:  Prepare thorough overview of performance by completing selfreport portion of the performance appraisal (Goal Progress Report & Self Evaluation)  Ensure supporting information on performance has been made available  Provide feedback to your supervisor  Work with supervisor in establishing development plan
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  at the PerforMancerevieW Meeting  Discuss your evaluation of the staff member’s performance over the last year and a development plan for the upcoming year.  Discuss the status of goals set for the current year and have a discussion regarding goals for the upcoming year.
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  Delivering the Written PerformancerevieW  Email the completed appraisal to the staff member prior to your performance meeting or immediately afterwards, with a copy to HR and your respective dean. It is recommended that you save the document as a read-only file before forwarding to the employee. You can do this by visiting the Tools menu, clicking options, clicking Security and selecting Read-only recommended check-box or By sending to your employee as a read only PDF file. One way this can be done is via using the scan and send function of any of our copy machines located throughout the building.
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  emPloyee feeDback  Employeesmay add comments and/or their overall reaction to the evaluation via an email to their supervisor, with a copy to HR for their file.  Be sure to set a deadline by which they should submit this feedback.
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  final thoughts: a PerformancerevieW shoulD ansWer the folloWing questions for the emPloyee?  How did my manager rate my overall performance?  How did my manager determine the overall rating?  What were my performance strengths during this performance year?  What areas do I need to improve/develop further?  What are the next steps for developing my knowledge and skills?  How did I perform against my goals?  What are the gaps between my perception of my performance and my manager’s perception?
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  Performance calenDar  UpcomingDates: – March 15th – Self Evaluations and Individual Goal Progress Reports due to Supervisors via email – March 27th – Performance Appraisals due – March 30th – Performance Review Meetings Held
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  THANK YOU