Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
Core Responsibility –
Foundation Pillar
Performance Management &
Development Strategies
Training
2014
Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
AGENDA
Core Responsibility –
Foundation Pillar
Why should you care?
What is our objectives/outcomes?
Who is involved?
How can you participate?
2014
Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
WHY YOU SHOULD CARE:
Core Responsibility –
Foundation Pillar
A performance management and
development strategy helps supervisors find
time to manage and coach their employees
Each of the processes provide supervisors with
tools to oversee their staff and apply the
results of the process in ways that benefit the
university, the manager, and the employee
2014
Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
WHY YOU SHOULD CARE:
Core Responsibility –
Foundation Pillar
Validate
selection
decision
Evaluate
achievement
of established
goals
Training &
Development
Use of
Performance
Appraisal
2014
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
2014
Customer Service
Excellence
BUSINESS CASE
Performance
Pillars
Core Responsibility –
Foundation Pillar
Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
CURRENT SITUATION
Core Responsibility –
Foundation Pillar
Unit
Headcount
Dr.
Jacobs
Dave
Morlock
Scott
Scarborough
Mike
O’Brien
Larry
Burns
Vern
Snyder
Pete
Papadimos
Frank
Calzonetti
Bill
Messer
Pres
Fin &
Admin
Provost
Ath
Ext.
Affairs
Inst
Adv
Legal
Govt. Rel
Res &
Innov
15
1311
3519
429
71
87
17
4
18
Main Campus has minimal participation in the performance evaluation process. Data
tracking has found that employees have not received an evaluation in years and some
have never had one at all.
HSC has a high level of participation as monitored compliance for Joint Commission.
2014
OBJECTIVES & OUTCOMES
What are we trying to improve:
Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
Core Responsibility –
Foundation Pillar
Improve Poor
Performance
2014
Improve
Managers
Performance
Appraisal
Outcomes
Improve
Performance
across the
institution
Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
OBJECTIVES & OUTCOMES
Reasons to Increase Participation:
Core Responsibility –
Foundation Pillar
Provides
documentation for
adverse
employment action
2014
Provides a
systematic link
between
organizational
strategy, resources,
and processes for
employees to
understand why
they are here/how
they contribute
Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
WHO IS INVOLVED
Core Responsibility –
Foundation Pillar
Mission, Vision,
Strategy
Manager /
Supervisor
Employee
2014
Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
PERFORMANCE MANAGEMENT TOOLS
Core Responsibility –
Foundation Pillar
Job
Descriptions
Competencies
Feedback
2014
Goal Setting
Performance
Appraisals
Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
HOW CAN YOU HELP
Core Responsibility –
Foundation Pillar
Communication in departmental meetings
Regularly seek status of completed appraisals
Monitor, identify, and address resistance
Understand the importance of completing the appraisal
2014
Performance
Pillars
Annual
Rating
Period
Due Date
Core Responsibility –
Foundation Pillar
CWA
120/180 days
X
X
X
From end of
prob period
Within 30 days
after end of prob
period
UTPPA
I year
X
X
X
From end of
prob period
Within 30 days
after end of prob
period
PSA- salaried
Unclassified
N/A
X
4/1/13-3/31/14
June 1
PSA- hourly/salaried 120/180 days
Classified
X
X
X
4/1/13-3/31/14
Within 30 days
after end of prob
period
AFSCME
120/180 days
X
X
X
See schedule
See schedule
HSC-Salaried
N/A
X
See schedule
See schedule
HSC-Hourly
Unclassified
120 days
X
X
X
See schedule
See schedule
HSC-Hourly
Classified
120 days
X
X
X
See schedule
See schedule
2014
Communication
Effectiveness
End
Professionalism
and Respect
Probationary Mid
Period
Nimble and
Responsiveness
Customer Service
Excellence
PROBATIONARY PERIOD MANAGEMENT
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
Definitions
Performance
Pillars
Core Responsibility –
Foundation Pillar
 All employees will be evaluated based on demonstrated
performance of the pillars as defined below:
 Foundation/Pillar #1 Core Responsibility: The employee
successfully completes the fundamental responsibilities of the job
description and fulfills the basic expectations of the role. The
employee’s daily actions support the strategic direction of the
department/division.
 Pillar #2 Customer Service Excellence: The employee demonstrates
a noble commitment to patients, students and other members of the
University community. The employee consistently demonstrates to
patients, students and other members of the University community
actions that display the employee’s commitment to provide relief,
support, continuous improvement, problem solving, and customer,
patient and/or student centeredness.
2014
Core Responsibility –
Foundation Pillar
demonstrates flexibility and adaptability while also responding
to all requests and inquires in a timely manner. The employee
focuses on moving projects quickly from planning phase to
implementation.
 Pillar #4 Professionalism and Respect: the employee
consistently acts and behaves in a manner that demonstrates
the culture of dignity and respect that is required in a worldclass University and Health Center.
 Pillar #5 Communication Effectiveness: The employee
communicates with clarity, openness and transparency ensuring
all stakeholders receive appropriate information at all times.
2014
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
 Pillar #3 Nimble and Responsive: The employee
Customer Service
Excellence
Definitions
Performance
Pillars
Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
Definition
Nimble and
Responsiveness
Label
Customer Service
Excellence
Five-Point Rating Scale
Core Responsibility –
Foundation Pillar
Distinguished Contributor (5)
•
Regularly exceeded expectations, demonstrating extraordinary
performance, including achievement of objectives and demonstration
of core pillars. Personal contributions were recognized and applauded
by others.
Highly Valued Contributor (4)
•
Consistently exceeded expectations throughout the year, going beyond
achievement of objectives and demonstration of core pillars,
anticipating issues, and acting proactively.
Valued Contributor (3)
•
Performance met and occasionally exceeded all expectations for
achievement of objectives and demonstration of core pillars.
•
Performance occasionally, but not regularly, met expectations for
achievement of objectives and demonstration of core pillars in selected
areas and requires some improvement. (Requires an action plan).
Performance did not meet minimum expectations or requirements of
the position. Improved performance is required for continuation in this
position. (Requires and action plan).
Improving Contributor (2)
•
Non- Contributor (1)
2014
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
Resources
Performance
Pillars
Core Responsibility –
Foundation Pillar
• All Information, Resources and Tools can be found at the
following website:
– http://www.utoledo.edu/depts/hr/evaluations.html
*Both PDF (auto-fill) and Word versions are available on this page.
• Due dates for CWA performance evaluations may be
found via web report library
– http://reports.utoledo.edu/
• Document List
– Public folders
» Human resources
• General Inquiry
• CWA Annual Review and Longevity
2014
Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
Policy # 3364-25-45
Core Responsibility –
Foundation Pillar
• http://www.utoledo.edu/policies/administrati
on/humanresources/pdfs/3364_25_45.pdf
2014
Communication
Effectiveness
Professionalism
and Respect
Nimble and
Responsiveness
Customer Service
Excellence
Recap
Performance
Pillars
Core Responsibility –
Foundation Pillar
When job descriptions are kept up-to-date
and performance goals are monitored ~
supervisors and HRTD can easily identify skill
strengths and gaps and use this information
for training and recruiting
When individual employees’ goals are closely
aligned with the institutions' strategic goals,
everyone will be working on the right things
2014
Performance
Pillars
Communication
Effectiveness
Professionalism
and Respect
2014
Nimble and
Responsiveness
Customer Service
Excellence
Core Responsibility –
Foundation Pillar