Posts Tagged: performance review

From trepidation to inspiration: An easier performance appraisal discussion

It is that time of year that many of us would like to avoid: the performance appraisal discussion. Although the process makes some of us uneasy, there is good news. There are preparations we can take that will ease this process and make it more of a partnership between the supervisor and the direct report. Consider preparing yourself with the following ideas and tools.

Direct reports:

• Complete the “Receiving Feedback” learning module via the UC Learning Center. Know the difference between criticism and constructive feedback.
• Come to the table willing to listen and a sense of inquiry. Be open to hearing about areas for skill development and growth. Suggest to your supervisor where you may learn new skills (UC Learning Center; Lynda.com; other ANR resources). Know that your supervisor also has areas for growth and will also participate in their own performance appraisal.
• Share feedback with your supervisor on processes and any obstacles that exist in productivity. Ask your supervisor how your goals align with UC ANR and with the mission, vision and goals of your program.
• Offer your supervisor help with general planning for projects. Let them know you have a unique perspective and can share with them any obstacles that have come up in the past. 

Supervisors:

• Complete the UC People Management Series Certificate Course module #2 “Setting Performance Expectations” via the UC Learning Center (course # DAC-HRUCPM02)
• Start your discussions with celebrating your employee's accomplishments. Share where you see skill strengths and areas for skill development. Share resources for learning new skills (UC Learning Center; Lynda.com; other ANR resources). Ask your employee for feedback on your observations. Maybe there are communications that will open new discussions for removing obstacles and creating new successes.
• Help your employees feel that they are a part of something bigger than themselves by sharing the vision, mission and goals of your program and of UC ANR; discuss how the employee's goals align with your program.
• Include your employees in the actual goal-setting planning for projects, when possible. Be delighted as they take ownership and commit with competency to the outcome.

Both supervisors and direct reports should agree to meet at least quarterly to celebrate milestones and to check in on project progress and for skill development. Refer to the ANR Learning & Development website for Career Planning tools. An important tool is the creation of an Individual Development Plan (IDP). The IDP is a career action roadmap for skill building, professional development and career management.

Employees are encouraged to ask their supervisors for feedback and help in planning the IDP. Supervisors are tasked by UC ANR to coach employees in drafting and following progress of an IDP.

 

Annual staff performance review launched March 1

The annual performance review season for all ANR staff employees has begun. Performance reviews are an opportunity for staff and supervisors to step back from the day-to-day tasks to review past accomplishments and set clear goals for the future. People are at the core of ANR, and to be successful, people need to know how they're doing and how they can improve. It's also an opportunity to celebrate accomplishments and think about how we can develop professionally.

The process starts with each staff member preparing a Summary of Accomplishments. While writing their summaries, staff are encouraged to identify potential trainings and development opportunities to share with your supervisor in the performance discussion.

The Summary of Accomplishments form and other performance management resources are available on the ANR Human Resources website http://ucanr.edu/sites/ANRSPU/Supervisor_Resources/Performance_Management.

This year ANR is transitioning to a new performance review cycle. The 2016-17 review cycle runs from July 1, 2016 –March 31, 2017. Going forward, all ANR staff employees, represented and non-represented, will follow an April 1 – March 31 performance review cycle. SX-represented employees at our Research and Extension Centers have historically followed a calendar year cycle. These employees will transition to the new cycle as well, starting in April 2017.  

Following is a recommended timeline for the performance review process. May 12 is a hard deadline for ANR Human Resources to receive preliminary performance ratings for all staff. (ANR employees based at the Office of the President should refer to the OP process and timeline.)

If you have any questions regarding the appraisal process, please contact John Fox, Human Resources executive director, at jsafox@ucanr.edu or Mary Roberts at maroberts@ucanr.edu.

TIMELINE

March 1- March 15	Each employee prepares a Summary of Accomplishment (SOA) for the supervisor.
March 15-April 30	Supervisor reviews SOA with employee and drafts a Performance Appraisal, including proposed overall rating.
May 1-11	Supervisor reviews draft Performance Appraisal with second-level supervisor for approval.
May 12	Preliminary ratings and draft appraisals for those rated “Exceptional”, “Partially Meets” and “Does Not Meet” are due to HR. The second level supervisor must sign-off on the proposed overall rating before submitting.
May 15-June 9	Calibration review. HR communicates review results to supervisors by June 9.
June 12-July 31	Supervisors meet with employee to discuss and finalize performance appraisals.
All written performance appraisals are due to Human Resources by July 31, 2017.

 

 

 

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