Professional Documents
Culture Documents
Performance Appraisals: Nova Southeastern University
Performance Appraisals: Nova Southeastern University
Appraisals
facilitated by:
Course Objectives
After completing this workshop, the learner will be able to:
Your Experience
Think about your last review:
Performance Management
An iterative process of goal-setting, communication, observation and evaluation to support, retain and develop exceptional employees for organizational success.
Set Goals
Communicate
Evaluate
Observe
Encourage and reward behaviors aligned with organizational mission and goals Curb or redirect non-productive activities
Clear expectations
Positive/constructive feedback on a regular basis Involvement in goal setting
Exempt
Exempt Managerial Non-Exempt Senior Administrator
Forms are available online at:
http://www.nova.edu/cwis/hrd/ohrforms.html
Rating Scale
4 - Excellent (Exceeds Standards) 3 - Good (Fully Meets Standards) 2 Acceptable (Usually Meets Standards) 1 Unsatisfactory (Fails to Meet Standards)
These employees are on track and fully achieve expectations. Independently and competently perform all aspects of the job function, responsibility, or goal. Performance consistently meets the requirements, standards, or objectives of the job. Occasionally exceeds requirements. Recognizes, participates in, and adjusts to changing situations and work assignments.
Generally meet expectations required for the position. Competently perform most aspects of the job function, responsibility or goal. May require improvement in one or two areas of consistent weakness. Employee requires coaching in a weak area or may need additional resources or training to meet expectations.
Employees with this rating fail to satisfactorily perform most aspects of the position (or function). Performance levels are below established requirements for the job. Employee requires close guidance and direction in order to perform routine job duties. Performance may impede the work of others and the unit. A performance improvement plan must be submitted to OHR.
Notice
Location Self-evaluation
Supervisory approval
Review notes Behaviors vs. value judgments Align categories on form with employees job responsibilities Optional categories Set goals
Quick Tips
S.M.A.R.T. Goals
Aligned
Adjustable
Evaluate Observe
Common Mistakes
Refer to employee background Rewrite Performance Appraisal using tools reviewed today Make sure to fill out the form completely including the Goals section
Dates to Remember
Appraisals due to your HR contact before May 1, 2009 Review form with HR contact before meeting with employee No reclassifications between April 1 and July 31, 2009