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Appraisal Training Management A&P

Appraisal Training Management A&P. AGENDA. Background of Appraisal Process Policy Overview Why do an Appraisal? The Appraisal Process The Appraisal Review Form Performance Goals Follow Up – Next Steps. Background of Appraisal. Regents Rules and UTHSC-H Policy

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Appraisal Training Management A&P

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  1. Appraisal TrainingManagement A&P

  2. AGENDA • Background of Appraisal Process • Policy Overview • Why do an Appraisal? • The Appraisal Process • The Appraisal Review Form • Performance Goals • Follow Up – Next Steps

  3. Background of Appraisal Regents Rules and UTHSC-H Policy Requires that all employees, regardless of classification must, receive a performance evaluation at least once each year.

  4. Why Appraisals are Beneficial • Reinforce good performance in an official way. • Set goals for employee, unit and organization. • Provide formal feedback to employees concerning job expectations. • Clarify job responsibilities and job standards. • Plan career development. • Provide information for decisions about staffing, training, resources, or other issues. • Communicate in depth.

  5. Appraisal Process • The new A&P Appraisal Form will be used to review employee performance for the Fiscal Year. • Performance Goal Setting for the current Fiscal Year must be conducted by October 15th.

  6. Appraisal Process Beginning of Year • Employee Goal Setting by Evaluator & InputEvaluator(s) End of Year • Evaluators discuss Employee’s Performance • Employee & Evaluator Discuss Goal Achievement and Evaluator Completes Form • Employee Comments and Signs • Evaluator forwards Evaluation to Senior Evaluator • Senior Evaluator Reviews Consolidated Form on Employee and returns to Evaluator • Evaluator Forwards the Form to Human Resources

  7. Appraisal Process • Mid-cycle Review • “Touch Base” with Employee • Review Progress • Give Ongoing & Continuous Feedback • “No Surprises”

  8. Appraisal Process • What do you do if… • Employee comes on board in August? • How are evaluations conducted? • Evaluator leaves or is on board less than 90-days? How is employee evaluated? • Who conducts evaluation?

  9. Goal Setting • Goal Setting is established at the top and cascades down through the university. • Each level develops goals based on and in concert with the goals established by the level above. • Level 1 University - Compact • Level 2 School/Unit • Level 3 Department (Generic) • Level 4 Manager • Level 5 Employee

  10. Performance Goals Performance goals clearly communicate: • the nature of the work to be performed and • guidelines for determining if the performance is satisfactory.

  11. Performance GoalsS. E. T. Well Written goals have: • Specific Action, Task or Project • End Result (Must be Measurable) • Time Bound (time, deadline, frequency, etc.) What? How Much? When?

  12. Performance GoalsS. E. T. Examples • Increase first year student retention by 5% over the next school year. • Increase student mentoring time by 15% over the next school year. • Ensure that all employees meet 100% of compliance training by end of Fiscal Year.

  13. Appraisal Review Form • Instructions • Goal Attainment • Basic & Institutional Factors • Employee Compact Agreement • Signatures

  14. A&P Appraisal Once Completed • Employee gets a copy • The Department gets a copy • The Original goes to Human Resources

  15. Appraisal HELP Need Help with Performance Goals? Appraisal Implementation? Contact Human Resources Training and Development • Dr. R. Brent Powell, 713 – 500 - 3135 • Denise S. Carpenter, 713 – 500 - 3083 • Dr. Wm. (Bill) Fetter, 713 – 500 - 3136

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