Performance Management
For Classified Staff
Lisa Albert, SHRM-CP, Human Resources, Great Falls College MSU
April 2016
Overview
o
Objectives to Educate and Inspire You
o
Performance Management Process
Performance Management Cycle dates
o Performance Management Meeting planning
o
o
Performance Management Forms and Resources
o
Review and sign the Job Description
o
SMART Goals and Performance Indicators
o
Review
o
Questions
Objectives to educate and inspire you
o
Define the purpose of the Performance Management
process specific to Great Falls College MSU
o
Review the Performance Evaluation Cycle and identify both
supervisor and employee responsibilities
o
Learn what Resources and Forms are available and where to
find them
o
Define SMART Goals and Performance Indicators
Purpose – Where it all begins.
The mission of Great Falls College MSU is to educate and
inspire you.
The purpose of our Performance Management System is to link
every Great Falls College employee’s day-to-day
responsibilities and performance strategically to our mission.
This connection will focus attention on what is genuinely
important and hold all stakeholders accountable for their
performance in relation to the achievement of the College’s
mission.
Align our Mission to
Performance
Evaluations
If there is no connection between our
mission and what employees are held
accountable for in performance
evaluations, employees may become
cynical about the importance of the
College’s mission.
Performance Evaluation Cycle
o
Classified Staff Annual Evaluation Period
May 1 – April 30
o
Performance Evaluation Forms with
updated Job Description attached are
due May 31
Performance Evaluation Meeting
Supervisor Responsibilities
Employee Responsibilities
o
Schedule and Prepare for
Performance Evaluation Meeting
o
Prepare for Performance
Evaluation Meeting
o
Provide:
o
Complete:
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Copy of Goals for review
period
o
Copy of Job Description
o
Self-Assessment Form
o
Review of Goals
o
Review of Job Description
o
Self-Assessment Form and
submit to Supervisor
Forms and Resources
o
Performance Management tab on the HR webpage:
o
http://www.gfcmsu.edu/hr/performance.html
o
Performance Management Guide
o
Process Evaluation Cycle information sheet (review this)
o
Performance Management Forms and Job Description
templates (also found under HR Forms on the website)
o
SMART Goals Guide
o
Questions? Contact your Human Resources Partners
Performance Evaluation
Self-Assessment Form
This form is provided to each employee so you may
provide your perspective on your performance,
accomplishments, challenges, and goal attainment
during the review period in addition to proposing
preliminary goals and identifying areas for
development.
Performance Management
Review Form
1. Goals
and Results
What were your goals for the review period
and what were the outcomes?
Performance Management
Review Form
2. Job Responsibilities
Review the Major Functions from your
current Job Description and define
outcomes for the review period.
Review and Sign the Job Description
o
The Major Functions listed on the Job Description are “what”
this position does
o
The Job Responsibilities on the Performance Management
Review Form are linked directly to the Major Functions listed
on the Job Description.
o
Annual review of the Job Description is critical to accurately
define the expectations for fulfilling the duties and
responsibilities of the position and to clearly indicate the Job
Responsibilities for the Annual Performance Evaluation
o
A signed copy of the reviewed/updated Job Description
must be attached to the Annual Performance Evaluation
Performance Management
Review Form
3. Competencies
“How” does the employee perform their
Job Responsibilities
Discuss “Needs Development”
o
Constructive feedback specific to each Competency
o
May be an area identified as an opportunity for growth
o
May be an area identified for performance improvement
o
Comments should provide an example and indicate how the
employee may develop/improve in that area
Performance Management
Review Form
4. Performance Summary
This portion of the form will contain
accomplishments, indicate areas for
development and may define areas of
growth in order to focus on new goals.
Performance Management
Review Form
5. Goal Setting for next Review Period
Ensure they are SMART and link to
department goals where applicable.
SMART Goals
Performance Indicators (metrics)
clearly define how you will
accomplish your goal.
You are accountable for
completion of your goal.
Communicate with your supervisor
regarding progress and ask for
guidance as needed.
Performance Management
Review Form
6. Signatures
Upon receipt of the signed Evaluation and
updated Job Description, HR will provide
you with electronic copies for your records.
What if I don’t agree with my evaluation?
o
Signing the Performance Evaluation Form only indicates that
you have received a copy of your evaluation.
o
You have the option to submit a written response or rebuttal
to be attached to your performance evaluation and
included in your personnel file.
o
This should be timely, within one week of your evaluation.
o
Questions or concerns? Contact Human Resources
Review Objectives:
Did they educate and inspire you?
o
What is the purpose of the Performance Management
process Great Falls College MSU?
o
What is the Performance Evaluation Cycle and what are your
responsibilities?
o
What are SMART Goals and Performance Indicators?
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What Resources are available to you and where can you
find them?
Questions?