ANNUAL PROGRESS REPORT
Employee Performance Evaluation System
2011
A. Describe the past year’s accomplishments and the current status of this
Action Project.
The HR Office proceeded with a more in-depth analysis to include additional
discussions with the vendors and reference checks. As a result, Halogen was selected
as the vendor. Halogen has experience with community colleges.
B. Describe how the institution involved people in work on this Action
Project.
The AQIP Performance Management team is comprised of employees who represent all
employee category groups, i.e., faculty, administrators, support staff and professional
staff. The team is divided into sub-committees and charged with specific assignments.
These assignments included developing a training plan, developing a marketing
strategy to announce the new system and an implementation strategy.
C. Describe your planned next steps for this Action Project.
Now that the AQIP Performance Management team selected the primary vendor, the
HR Office began to outline the processes and accompanying time-lines that will lead up
to the college-wide implementation. The plan is as follows:
Year One: FY 2010
Compression
Planning of
Project
Benchmarking
of Existing
Systems
Evaluation
of Various
Vendor
Offerings
Select the
most
suitable
performance
management
system
Year Two: FY 2011
Worked with
Vendor to
Customize
Options and
Set-up system
from the
Training of HR
Personnel on
Halogen
System
Developed
the training
for end
users
including
supervisors,
Selected
appropriate
candidates to
pilot the new
system and
made
administrative
standpoint
managers
and
employees
modifications
based on
feedback
Year Three: FY 2012
Tool Training
and Coaching
Training
implemented
for all
supervisors
and managers
Tool Training
implemented for
all nonsupervisory, nonfaculty
employees
(August –
September,
2011)
(July - August,
2011)
Tool Training
and
Coaching
Training
implemented
for all Deans
and Chairs
who
supervise
non-faculty
employees
(September,
2011)
Build
website,
provide
ongoing
training for
new hires
(As
needed)
Year Three Projected: FY 2012
Additional
Coaching Training
and
implementation of
actual system for
all supervisors and
managers
Self Appraisal
Training implemented
for all non-faculty
employees
Continue to
monitor system
and how it is
used. Process
feedback and
modify as
needed.
(April - May, 2012)
(April - May, 2012)
(June, 2012

Training on the Halogen Performance Management System is currently taking
place.


All managers and supervisors

have been trained on the use of the tool

have been trained on the importance of the coaching
engagement with employees

are currently engaged in coaching training
Employees are

currently taking part in training sessions that will provide direct
knowledge of the performance assessment tool


being made aware of the expectations for the use of the
performance review tool

being made aware of the timeline for completion of the
performance appraisal
All non-faculty employees will be formally evaluated using the new performance
review system in June, 2012.
D. Describe any “effective practice(s)” that resulted from your work on
this Action Project.
One "effective practice" was the ability for the team members to utilize their individual
strengths and skill sets outside their normal work areas. As an example: New and
different training methods using technology will also be explored to accommodate the
different learning styles of our employees.
E. What challenges, if any, are you still facing in regards to this Action
Project?
At this stage of the project, the only challenges we are facing are the time constraints
in scheduling and conducting the training sessions in addition to the HR staff’s daily
work.
F. If you would like to discuss the possibility of AQIP providing you help
to stimulate progress on this Action Project, explain your need(s) here
and tell us who to contact and when.
n/a
G. Who should be able to see this annual update?
Anyone