ePerformance Review Process - Staff
Agenda
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What is ePerformance?
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Wh Ch
Why
Change?
?
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New ePerformance Advantages
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Establishing & Weighting Criteria
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ePerformance Tour
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What is ePerformance?
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An electronic PCD:
–
Automated evaluation process for both manager
and employee managed via PeopleSoft
z Job
Descriptions / Responsibilities
z Goals
z UH Initiatives
z Competencies
Why Change?
Advantages of ePerformance
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Administratively efficient
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Promotes ongoing feedback
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Encourages consistency
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Will align with training & development
opportunities
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Is flexible
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ePERFORMANCE PROCESS
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6
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5
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What is the Performance Criteria?
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Criteria: a standard on which a judgment or decision
may be made (Merriam Webster)
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ePerformance Criteria
– Section 1:
Mission Statement
– Section 2:
Initiatives
– Section 3:
Employee Goals
– Section 4:
Responsibilities
– Section 5:
Customer Service
– Section 6:
Competencies
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How is Criteria Weighted?
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Not Weighted:
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z
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Mission Statement
Initiatives
Weighted:
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z
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z
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Goals
Responsibilities
C t
Customer
S
Service
i
Competencies
100%
Minimums:
10%
40%
10%
10%
70%
Weighting Items within Sections
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Within certain sections, the manager can add
items.
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Goals Section
z Goal # 1
z Goal # 2
z Goal # 3
All sections items need to total 100% within
that section.
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Weightings Example
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Goals
–
–
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–
–
50%
50%
100%
50% (min. 40%)
Responsibility # 1
Responsibility # 2
Responsibility # 3
20%
70%
10%
100%
Customer Service
–
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Goal #1
Goal # 2
Responsibilities
–
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25% (min.10%)
15% (min.10%)
Section Item N/A
Competencies
–
–
10% (min.10%)
Competency # 1
Competency # 2
40%
60%
100%
100%
ePERFORMANCE PROCESS
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1
3
4
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Example Email to Employee
ePerformance Tour
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Employee View
¾P.A.S.S.
¾Main Menu
¾S lf Service
¾Self
S i
¾Performance Management
¾ My Performance Documents
¾Current Documents
Employee View
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Employee View
Section 2 – Initiatives
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Section 3 – Employee Goals
Section 4 - Responsibilities
15 %
25 %
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Sections 5 & 6:
Competencies
Section 5 & 6  Competencies
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What is a competency? It is the specific….
–
–
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Behavior (ex.
(ex adaptability)
Knowledge/Skills (ex. safety awareness)
Motivation (ex. passion for results)
that an employee must demonstrate in order to
be effective in a given job.*
*Copyright DDI
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Section 5 & 6  Competencies
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What are advantages of incorporating
competencies?
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Creates a platform of consistent standards
Promotes relevant development opportunities
How were competencies determined?
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Partnered with DDI to build a library
E t bli h d a core competency:
Established
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C
Customer
t
S
Service
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Established competency clusters according to job
category.
Competency Matrix (partial screenshot)
http://www.uh.edu/hr/emprelations/eperformance.htm
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Customer Service (Core Competency)
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Supports the UH System-Wide Effort
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To meet and surpass customers’ expectations
Supports our road to Tier 1 Status
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Delineates us from the competition
“If we don’t take care of our customers, someone
else will.” – unknown
ePerformance Tour
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Section 5 - Customer Service
(core competency)
Section 6 – Job Competencies
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IP65DG3F?1
Adding a New Note
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Creating a Note
Returning to Notes
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Next Steps and Q & A
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Watch for the auto-mated email from HR.
-
DO NOT RESPOND!
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Familiarize yourself with your Established Criteria.
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Have questions about the criteria?
- Ask your manager or HR.
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K
Keep
notes
t on yourself.
lf Document
D
t successes!!
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Wait for more information in early 2011.
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