Performance Management:

Focus on Performance Appraisals

Course Objectives
After completing this workshop, the learner will be able to:
Understand NSUs performance rating scale
Fill out a Performance Appraisal Form
Conduct meaningful performance appraisal discussions
Be prepared for some common challenges of the appraisal
process
Set effective goals with employees

Your Experience
Think about your last review:
What thoughts come to mind?
What went right, what went wrong?

Performance Management
An iterative process of goal-setting, communication, observation and evaluation to support, retain and
develop exceptional employees for organizational success.
Why Manage
Performance?
To reach organizational mission and goals
Encourage and reward behaviors aligned with organizational mission and goals
Redirect non-productive activities
What do Employees Expect?
Clear expectations
Positive/constructive feedback on a regular basis
Involvement in goal setting
Be treated fairly and consistently
Sharing of information and resources

 Job/career enrichment opportunities

Planning for the Process

Review employees job description
Understand the performance measurement system
Review notes from the year
Understand employee expectations

Types of Appraisal Forms

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)

Excellent (Exceeds Standards)

Clearly considered to be exceptional performers.

Consistently exceed the communicated expectations of the job function, responsibility or goal.

Demonstrate unique understanding of work beyond assigned area of responsibility.

Identify needs and provide unique, innovative and workable solutions to problems.

Achievements and abilities are obvious to subordinates, peers, managers and customers.

Good (Fully Meets 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.

Acceptable
(Usually Meets Standards)
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.
Unsatisfactory
(Fails to Meet Standards)
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.

Scheduling the Meeting

Notice
Location
Self-evaluation
Appropriate form
Comments
Supervisory approval

Filling out the Form

 Review notes
Behaviors vs. value judgments
Align categories on form with employees job responsibilities
Optional categories
Set goals

Setting Effective Goals

Quick Tips
S.M.A.R.T. Goals
Specific
Measurable
Achievable/Agreed Upon
Relevant
Time-bound
Aligned
Adjustable

Common Mistakes
Labeling
Recency
Central Tendency
Leniency
Horns/Halo Effect
Constancy
Similarity

Performance Appraisal Practice

Review Performance Appraisal for items that are:
Under-rated

 Over-rated
Poorly stated
Refer to employee background
Rewrite Performance Appraisal using tools reviewed today
Make sure to fill out the form completely including the Goals section

Common
Performance Appraisal
Challenges

Conducting the Meeting

Review rating system
Discuss employees self review
Let employee talk
Be aware of all three parts of the messages you send:
Words
Tone
Body Language
Stay focused on performance

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