
PERFORMANCE MANAGEMENTBRIEFING University of California, Riverside May 2008
Briefing Agenda • Discuss the purpose of the UCR Performance Management process • Review the process • Provide supplemental materials and resources • Discuss the importance of constructive feedback
Why Conduct Performance Appraisals? • Establish Performance Expectations • Identify Successes • Identify Performance Problems • Establish Goals and Objectives • Identify Training Needs • Establish Personal and Professional Development Plans • Salary Administration • To Positively Impact Future Performance
Performance Management Define Job Responsibilities Planning Appraise Performance Set Expectations Manage/Coach
Define Job Responsibilities (Performance Planning) Ensure position description is current, including the essential job functions
2. Set Expectations (Performance Planning) Establish Performance Expectations • Performance expectations should link to the organization’s mission, values and goals • Performance expectations should define “how well” each function or task must be performed • provides a benchmark against which to evaluate work performance
2. Set Expectations (Performance Planning) Establish Goals • A statement describing a condition/result needing to be achieved • A target to aim for, but that has not yet been hit
2. Set Expectations (Performance Planning) Types of Goals 1. Development Goals - Goals established for personal/professional growth 2. Innovation Goals - Goals established for creating a new process, function or program; higher level of service 3. Improvement Goals - Goals established to correct performance that is below standards and requirements
3. Managing and Coaching (throughout the year) AFFIRMING COACHING COUNSELING DISCIPLINING
4. Appraise Performance Who should evaluate performance? • Immediate Supervisor • Department Head (if applicable) • Co-supervisor/team leader (if applicable)
4. Appraise Performance Gather and review • Employee’s “Self” Appraisal • Position description • Informal review notes and other supporting materials • Previously established performance expectations and goals
Performance Appraisal Forms • Self Appraisal Form - Standard Version • Self Appraisal Form - Narrative Version • Comprehensive Performance Appraisal Form - Standard Version • Comprehensive Performance Appraisal Form - Narrative Version • "Update" Performance Appraisal Form • Supplemental Feedback Form • Individual Development Plan (IDP) Form
Campuswide Performance Standards Campuswide Performance Standards Appraisal Form • Use this form to evaluate MSP employees for their performance during FY 07/08 • Proposed - Use this form to evaluate PSS employees for their performance during FY 08/09
Constructive Feedback • Convey positive intent • State issues in specific behavioral terms • Describe the impact on the department • Ask for feedback • Agree on solutions
Contact Information Contacts • Sue Anderson • X 2-3145 • Sue.anderson@ucr.edu • Heidie Rhodes • x 2-2463 • Heidie.rhodes@ucr.edu • Cynthia Seneriz • X 2-2464 • Cynthia.seneriz@ucr.edu