An Overview
PERFORMANCE MANAGEMENT
4/10/2015
The Salvation Army Southern Territory
1
Goals for Today
• Review the process for completing a
performance evaluation.
• Discuss how to make accurate
comments on a performance
evaluation.
• Demonstrate the importance of an
accurate performance evaluation.
• Show how to use the web-based
system.
4/10/2015
The Salvation Army Southern Territory
2
Effective Performance Management
• Evaluates an employee’s performance for the
entire year
• Sets clear and specific performance
expectations
• Assists in determining and creating individual
training and development plans.
• Helps identify and document areas needing
improvement.
4/10/2015
The Salvation Army Southern Territory
3
It Should Not Be…
• A routine yearly task
that most employees
dread—supervisors and
direct reports alike.
• A tool used ONLY to
determine pay increases.
• Just an annual
performance evaluation.
4/10/2015
The Salvation Army Southern Territory
4
The Performance Review
ANNUAL EVALUATION
Pg. 6
4/10/2015
The Salvation Army Southern Territory
5
Form Assignments
• 90 Day Evaluations. Any New Employee or
Transfer beginning on or before January 1, will
receive a 90 Day Evaluation for 2013.
• If the 90 day comes due after June 30,
complete on the due date.
• If you have already completed a 90 day
evaluation for an employee beginning in
January, you do not need to redo it.
• Forms 1-4: Pre-Assigned.
4/10/2015
The Salvation Army Southern Territory
6
The Evaluation Process
• Completes
Evaluation
Rater
4/10/2015
Reviewer
• Approves or
Denies
Evaluation
• Makes changes
to review or
submits to
employee
Rater
The Salvation Army Southern Territory
Employee
• Makes
comments and
signs off on
evaluation
7
Evaluation Components
Competencies
Goal setting
• Exceeds, Meets, Below
• 2-3 job specific
Development Needs • 2-3 ways to build skills
4/10/2015
Comments
• Overall & Employee
Signatures
• Rater, Reviewer, Employee
The Salvation Army Southern Territory
8
Ratings
Meets
Exceeds
Below
• Most often used.
• Consistently displays use
of skill and/or knowledge
• Consistent with a fully
qualified and
experienced individual.
• No comment required.
• Fewer competencies
will receive this rating.
• Performs well beyond
the expected level of
competence.
• Exceeds the majority of
goals and job duties.
• Requires comment &
explanation
• Inconsistently
displays the use of
this skill and/or
knowledge.
• Demonstrates
moderate or limited
use of this
competency.
• Requires comment &
explanation.
4/10/2015
The Salvation Army Southern Territory
9
Example: Adaptability
•
•
•
•
Adapts to changes in the work environment
Manages competing demands
Accepts criticism & feedback
Changes approach or method to best fit the
situation
• Adjusts to changes in demands & team
interactions
4/10/2015
The Salvation Army Southern Territory
10
Narrative Writing Tips
• Avoid writing anything that could be
interpreted as discriminatory.
• Protected Categories under Title VII of the
Civil Rights Act or other state worker
protection laws.
• Avoid vague terms such as; “attitude.” It is a
subjective judgment.
• Describe objective behaviors.
• Use the phrase, “For example…”
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The Salvation Army Southern Territory
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Writing Tips
• Not necessary to give a reason for a leave of
absence.
• Document efforts you’ve made to help the
employee meet performance standards.
• Avoid words like “Always” and “Above and
Beyond”
4/10/2015
The Salvation Army Southern Territory
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Reminders
•
•
•
•
•
PERFORMANCE NOT PERSONALITY.
Looking at the entire year.
No Surprises.
Beware of Rater Errors.
Does the individual show a certain level
of competency more or less often than
not?
4/10/2015
The Salvation Army Southern Territory
13
Performance Management
ON TRIAL
4/10/2015
The Salvation Army Southern Territory
14
The Plaintiff’s Attorney Writes…
Dear Sir:
Your company recently fired my client, Joe Smith,
because of his age (54) and because he filed a
workers’ compensation claim three weeks before
his discharge. We therefore call on you to rectify
this unlawful action by reinstating Mr. Smith
with full back pay and benefits, compensation
for emotional distress, and payment of
attorneys’ fees and costs incurred.
Very Truly Yours,
Ernest K. Barrister
4/10/2015
The Salvation Army Southern Territory
15
The Reply Back…
Dear Mr. Barrister:
We are in receipt of your letter on behalf of Mr.
Smith. Please be advised that his claim is utterly
baseless. He was fired for three compelling reasons:
incompetent performance, abysmal attendance and
chronic bad attitude. Please be advised that should
you pursue such a frivolous claim, we will seek
sanctions from the court against both your client
and you personally. Govern yourself accordingly.
Sincerely,
Snidely J. Whiplash
4/10/2015
The Salvation Army Southern Territory
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So What?
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The Salvation Army Southern Territory
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Cycle of Performance
Goal Setting
(Planning)
Monitoring
&
Coaching
Annual Review
(Evaluation)
4/10/2015
Goal
Review
(Check-In)
The Salvation Army Southern Territory
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Using the Web-Based Tool
https://www.ussperformancemanagement.org
PERFORMANCE MANAGEMENT
SYSTEM
Reminders
• Save work often. The system times out at 60
minutes.
• Consider typing content into Word first so that
should you lose the data in the system, you
still have it elsewhere.
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The Salvation Army Southern Territory
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Logging On
First Time Log In:
Changing Password
Changing Password
Completing A Review: Step #1
Completing a Review:
Steps #2-3
Completing a Review
Review Status
Review Status
Making Changes
Releasing the Review
Completed Reviews
Viewing Supervisor’s Direct Reports
Approving & Denying Evaluations:
Email Received
Pending Approvals
Electronic Notes
Electronic Notes
Printing Reviews
Printing Reviews
Printing Reviews
Session Expires: SAVE OFTEN
Viewing Your Evaluations
Signing Your Review
4/10/2015
Territorial HR Department
43
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