#
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Pe=
rformance
Evaluations:
an Overview
an Overview
=
•
Office of Human Resources
Frostburg State University
Office of Human Resources
Frostburg State University
March
2009
![3D"C:\Documents](3D"slide0017_image003.gif")
Introduction
<=
span
style=3D'font-family:"Comic Sans MS";mso-ascii-font-family:"Comic Sans MS";
mso-hansi-font-family:"Comic Sans MS";font-size:88%;text-shadow:auto'>It i=
s an
opportunity for formal communication between supervisor and employee.
=
Introduction, cont=
.
Performance Evalua=
tion
is part of Pe=
rformance
Management.
•Performance
Management is a year event.<=
/i>
Performance
Management is a year event.<=
/i>Objectives<=
/div>
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<=
span
style=3D'font-family:"Comic Sans MS";font-size:125%;text-shadow:auto'>Review the basics of the =
FSU
evaluation process.
Review the basics of the =
FSU
evaluation process.
<=
span
style=3D'font-family:"Comic Sans MS";font-size:125%;text-shadow:auto'>Stress the importance of
performance management.
Stress the importance of
performance management.
<=
span
style=3D'font-family:"Comic Sans MS";font-size:125%;text-shadow:auto'>Show how the PMP and the =
MOU
relate to one another.
Show how the PMP and the =
MOU
relate to one another.What=
is
Performance Evaluation?
<=
span
style=3D'font-family:"Comic Sans MS";mso-ascii-font-family:"Comic Sans MS";
mso-hansi-font-family:"Comic Sans MS";font-size:113%;text-shadow:auto'>Two=
-way
communication between management and employee.
<=
span
style=3D'font-family:"Comic Sans MS";mso-ascii-font-family:"Comic Sans MS";
mso-hansi-font-family:"Comic Sans MS";font-size:113%;text-shadow:auto'>The
focus today is not on the form but on the process.
=
=
Why do=
we
conduct evaluations?
<=
span
style=3D'font-family:"Comic Sans MS";mso-ascii-font-family:"Comic Sans MS";
mso-hansi-font-family:"Comic Sans MS";font-size:113%;text-shadow:auto'>=
How do =
we
make them meaningful?Why Evaluate?
<=
span
style=3D'font-family:"Comic Sans MS";mso-ascii-font-family:"Comic Sans MS";
mso-hansi-font-family:"Comic Sans MS";font-size:88%;text-shadow:auto'><=
i>Evaluations
document performance and <=
i>actions
become necessary.
<=
span
style=3D'font-family:"Comic Sans MS";font-size:88%;text-shadow:auto'>The MOU requires an evalua=
tion
process.
The MOU requires an evalua=
tion
process.St=
eps
to the Evaluation
Beg=
inning
of Review Period:
Beg=
inning
of Review Period:
Dur=
ing
Review Period/Mid Year:
Dur=
ing
Review Period/Mid Year:
=
Upd=
ate
and revise as 
Steps to the
Evaluation Pr=
ocess
End=
of
Review Period
=
Meet
with employee, discuss, and complete development plans
for the new year.
=
The Actual
Evaluation
(Video Presentation)
(Video Presentation)
Complete the PMP form and=
meet
with the employee.
Be specific; specificity =
is
the
Review: How to
Evaluate
Pre=
pare.
Use objective, job-relate=
d =
cri=
teria.
Use
specific examples.
No
interruptions.
LIS=
TEN! Ratings
=
Abo=
ve
Standards - Why? How?
=
Mee=
ts
standards
=
Bel=
ow
Standards - Why? How?
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spe=
cifics.
(Exempt staff only)
by
specifics.
<=
span
style=3D'font-family:"Comic Sans MS";text-shadow:auto'>Beware of halo or
pitchfork effect.
Beware of halo or
pitchfork effect.Goal Setting/Measu=
ring
Goals should have been se=
t tog=
ether,
and should be It should be easy to dem=
onstrate
if goals have
Goal Setting /
Measuring
=
Alw=
ays
insure that goals are :&#=
13;<=
span
style=3D'font-size:113%;text-shadow:auto;visibility:hidden'>
=
=
Once the PMP is
Complete:
Have
the employee sign it
Have the department head/=
VP sign
it.
Forward it to HR for
placement
Once the PMP is
Complete:
Employees who are
dissatisfied may pro=
cedures.
Per the MOU, all ratings
other than unsatisfactory may only be gri=
eved
through Step 2.
Follow-Up
=
Follow-up
throughout the year.
Check employee progress
and revisit goals and objectives.
<=
/div>
=
Revise
goals as necessary.
Coach, encourage, and =
give
recognition.Critical Points
=
Be systematic in approach; thorough =
preparation is the
key.
Be systematic in approach; thorough =
preparation is the
key.
<=
span
style=3D'font-family:"Comic Sans MS";text-shadow:auto'>Document, document,
document.
Document, document,
document.
=
Put performance to work review =
=
throughout the
year.
Put performance to work review =
=
throughout the
year.
MOU Requirements
End of probation
and year end =
Expectations
Meeting.
Mid-year PMP for
police and below =
Notice of defic=
ient
performance.
=
Current job
descriptions.OTHER:
Need to be Reflected on
Summary
=
Questions ?
Comments?
Review training
packets, they include =
Refer to the
appropriate MOU(s)
Contact OHR with a=
ny
issues which may =
Make evaluation a =
good
experience!!!!
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=
Questions ?
Comments?
Review training
packets, they include =
Refer to the
appropriate MOU(s)
Contact OHR with a=
ny
issues which may =
Make evaluation a =
good
experience!!!!Click to edit Master text styles
Second level
Third level
Fourth level
Fifth level
#
1
First, lets cut to the chase. Im here because I was ord=
ered
to present this training. Youre here
because you were ordered to While we will do a quick review of the PMP process, I am =
well
aware that you all know t=
he
mechanics of the PMP process. What appear to be the major problems are:
=
Corrective actions taken throughout=
the
year, often do not find their way to t=
he
PMP;
=
PMPs should accurately reflect the
employees work history/performance=
for
the year; and
=
Goals are loosely set and are not
tracked.
2
3
4
=
5
=
6
Ipromotions, etc.
coaching.
skills or ability to make a
contribution.
=
Strong, clear communication between
employee and supervisor disciplinary or ability to perform =
duty
issues. Currently, in most =
In addition, performance appraisal
enables supervisors to meet well as demonstrating their own
management skills.
7
.
<=
/b>
8
=
PMP is not an event, it is a
process. You should meet with emp=
loyees
at least once between the formal PMP
sessions, preferably more <=
/span>Accomplishments should be recognized
and documented as they occurs, not filed away to be discus=
sed
months later at the PMP accurate, objective
evaluation.
=