Posts Tagged: performance review
Be an active participant in your performance review discussion. It will empower you and shows that you care about your work and your development.
To prepare, review your:
- Job description
- Objectives set for the review period
- Any documentation, notes, status reports you have drafted or even a self-assessment
Continue reading here.
- Learn the difference between skills and competencies
- Identify UC Core Competencies
- Fill out a self-assessment to contemplate your skill strengths and skill gaps
The CSIT Web Development team is bringing several SiteBuilder training sessions to several locations:
- Monday, May 7, 9 a.m.-3 p.m. in Davis
- Thursday, May 17, 9 a.m.-3 p.m. at Hopland (FULL)
- Thursday, May 24, 9 a.m.-3 p.m. at Kearney
The classes are designed for ANR people in need of proficiency in creating and maintaining websites.
- The basics to get up and running with SiteBuilder
- Best practices in web design
- Search engine optimization
- Employing images
- Social media integration
- Web accessibility
- Introduction to new designs and functionalities of the future SiteBuilder platform
Register at http://ucanr.edu/survey/survey.cfm?surveynumber=24549. A training location may be added in Southern California.
Register for the New Employee Administrative Orientation
Wednesday, May 23, 9 a.m.-3 p.m.
UC ANR Building, 2801 Second Street, Davis, CA 95618
Learn more and register here.
Who should attend: All UC ANR employees (academics, staff and affiliated staff on campuses, counties and RECs) who have not participated in an administrative orientation in the past. Priority will be given to those hired by ANR within the past year.
- Learn about ANR's vision and mission
- Learn about ANR structure and individual programs and units
- Interact with ANR leadership and directors
- Meet and network with new colleagues from around the state
- Get answers to burning questions about health benefits, AggieTravel, and more!
You bring the coffee, tea, or beverage and we will bring you the first virtual WebANR Café Thursday on May 17 at noon: Planning makes Perfect: Best Practices for Engaging Webinars.
During this webinar, Brook Gamble, community educator specialist with the California Naturalist Program, and Steven Worker, 4-H academic advisor will help you:
- Improve your understanding of the critical steps for preparation, implementation, and post webinar follow-up
- Introduce ZOOM capabilities
- Introduce tricks of the trade to keeping webinar participants engaged and not checking their e-mail
Join us at:
(646) 558-8656 or + (669) 900-6833
Webinar ID: 963 167 636
WebANRs will be recorded and linked to the WebANR Café Thursday page.
Use Your Subscription to Corporate Executive Board Learning & Development
As a UCANR employee you have automatic membership to a top-notch professional development resource. Interested in cultivating your career to the next level of performance? If yes, check out Corporate Executive Board (CEB) Learning & Development. It takes seconds to register or reset a password and participate in webinars, download job aids and participate in discussion forums.
Here is a quick list of a few CEB resources:
Resources for All Employees – Develop yourself as a high-performing employee, not only effective at your tasks, but also as someone who contributes to others' performance and uses others' contributions to improve your own performance.
On-the-Job Activity Builder – Use this interactive tool to build employee development plans with recommended on-the-job learning activities, based on the competencies you select.
Manager Guide: Holding Effective Career Discussions – Guide your direct reports through identifying and progressing toward their career aspirations.
Manager Excellence Resource Center – Find manager development and employee development resources at this online portal (separate from the L&D member website).
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.
- 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.
- 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.
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.)
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.
Supervisor reviews draft Performance Appraisal with second-level supervisor for approval.
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.