1. EARTH SCIENCES DIVISION 2010 PERFORMANCE REVIEW

2. Who is Eligible? Performance Reviews are required for all Career and Term employees • The following appointments are not eligible for performance reviews: • Limited Appointments • Faculty • GSRA (Graduate Student Research Assistants) • Student Assistants • Rehired Retiree • Contractors • Guests

3. Overview of the PRD Process –Year-round Conversations Performance Feedback & Career Mentoring Goals & Objectives Alignment Annual Performance Review

4. What is Performance Planning? This is an interactive discussion between the employee and supervisor throughout the year to: • Agree upon your key responsibilities • Develop the goals and objectives • Discuss the key competencies need for the job • Creating a forward-looking development plan On-going discussion sets the stage for the annual performance review process ……

5. Gathering The Data What to consider before you start drafting your Self Assessment: • Have a copy of: • Job description • Last year’s PRD • Last year’s goals and objectives • Think about: • Achievement of last year’s goals and objectives • Key accomplishments • Specific examples • Ideas for special objectives/developmental goals • Additional topics for discussion / feedback to your supervisor

6. The Self Assessment Form- Developing the Core Message - What do you want to communicate regarding your accomplishments and performance for this review period? • Provide assessment of your overall performance • Discuss goals and objectives • Special projects • Training & development • Any areas other topics of discussion • Forward-looking goals, career development, training

7. Writing Tips –An objective approach • Performance management is a shared responsibility • How you articulate your thoughts – written and verbally – can have a big impact.

8. Tips for Writing Objectively • Describe actual accomplishments, and agreed-upon standards/success measures • Use specific examples • Reference agreements, goal-setting conversations, etc. • Focus on the facts and results • Be candid and respectful vs. aggressive or passive • AVOID… • An overwhelming list of examples • Being accusatory • Writing about your inferences, perceptions, and judgments about the situation • Using absolute and/or inflammatory language, e.g., never, always, failed, screwed up, etc.

9. Writing Tips – Objective vs. Subjective Language Example • Subjective Statement “You never tell me what you expect.” • Objective Statement “For both my large projects this year, you emailed me directions but we never sat down together to discuss what we were trying to accomplish. It would help me in planning and implementing tasks to have this kind of discussion at the start.”

10. Writing Tips – Objective vs. Subjective Language

11. Your Next Steps • Check Division deadlines • Start your Self Assessment • Visit ESD’s Workplace Resources for PRD forms and documents: • http://esd.lbl.gov/resources/workplace/HR/Performance_Review/docs.html • For more help, visit BLI website at www.lbl.gov/bli: • Communication skills and practice: • Annual Performance Review Discussion Workshop • Dealing with Challenging People Webinar • Career development: • Career Planning Workshop • Tuition Reimbursement Workshop • BLI library & online resources

12. Final Thoughts • Key goal is to constructively communicate your progress and accomplishments, which will help you have a more meaningful review conversation • BLI provides both interactive and on-line workshops