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Performance Appraisal /Feedback Pilot

Performance Appraisal /Feedback Pilot. December 2017. Pilot Participants- Last Year. Arts and Sciences Center for Africana Studies Chemistry Department of Africana Studies English Language Programs ( ELP ) Linguistic Data Consortium ( LDC )

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Performance Appraisal /Feedback Pilot

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  1. Performance Appraisal /FeedbackPilot December 2017

  2. Pilot Participants- Last Year • Arts and Sciences • Center for Africana Studies • Chemistry • Department of Africana Studies • English Language Programs (ELP) • Linguistic Data Consortium (LDC) • College of Liberal and Professional Studies (LPS) • SAS Computing • SAS Facilities • SAS Finance and Administration • SAS Human Resources • SAS Office of Advancement • Business Services • Exec Dir BSD Finance   • University Laboratory Animal Resources (ULAR) • Wharton

  3. Pilot Participant Additions Penn Arts and Sciences • Philosophy • Physics and Astronomy • Psychology • Religious Studies • Russian and East European Studies • SAS Graduate Division • Sociology • South Asia Studies • Biology • Business Operations • Center for the Advanced Study of India (CASI) • Classical Studies • German • History and Sociology of Science • Korean Studies • Near Eastern Languages and Culture

  4. Pilot Participant Additions Other Schools and Centers • Development and Alumni Relations(feedback 3 times a year) • Information Systems and Computing (ISC) • Law School • Penn Center for Innovation

  5. Objectives • Simplify current process • Introduce an effective method for facilitating meaningful feedback • Encourage conversations about work and development opportunities

  6. Current Pilot Once a year Strong focus on the past Directive Focus on tasks, process and documentation 1 to 5 rating scale Supervisor driven 3 times a year More focus on present and future Collaborative Focus on feedback and development coaching No rating Ownership by both parties

  7. Four Questions Discussed Each Period • What were the staff member's accomplishments during this period? • What were the challenges faced this period? • What development opportunities should we focus on going forward? • (Supervisor) What are the staff member's goals going forward? 4. (Staff) What can your supervisor do to support you in your role?

  8. What were the accomplishments this period? • What worked? • Goal progress • New projects • Innovations • Improved efficiencies • Solid performance Examples:

  9. What were the challenges faced? • What didn’t work? • Conflicting priorities • Needed training • Lacking resources • Missed deadlines • Attitude/Behavior Examples:

  10. What development opportunities should we focus on going forward? • Skills, knowledge, or competencies that help to ease the challenges • Career development • Professional development Examples:

  11. (Supervisor) What are the staff member's goals going forward? • Can be short-term goals for next period, mid-range goals beyond one period, or annual or ongoing goals • Can be quantitative goals with metrics or qualitative goals determined by supervisor • Focus on results, not just activities • Could follow the S.M.A.R.T. goal model:Specific, Measurable, Attainable, Results-Oriented, Time-limited

  12. What can my supervisor do to support me in my role? • Ask questions. • What do I need my supervisor to do to help? • What do I need my supervisor to do differently? • Feedback for my supervisor? • Ask for what I need to do my job better. Examples:

  13. Process • Online system • Answer four questions each period • Meet to discuss each period • Last period: • Recap of the year • Set annual goals for following year • Merit increase decided

  14. For more information • Go to: https://www.sas.upenn.edu/sashr/content/sas-performance-appraisal-pilot • A copy of this presentation • Appraisal forms with questions • White paperon Performance Appraisal/Feedback Pilot • Link to competencies

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