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Performance Appraisal Training
- 1. Performance Appraisal Training Foundation for California Community Colleges Human Resources Department August 10, 2012
- 2. Agenda • Purpose of Performance Appraisals • Performance Management Cycle • Developing Goals and Assessing Performance • Foundation Performance Appraisal Process • Performance Appraisal Forms • Q&A
- 3. Purpose of Appraising Performance • Performance Management and Goals, Mission, etc. • Organizational Goals • Departmental Goals • Individual Employee Goals
- 4. Performance Management Cycle • Performance Appraisal and Goal Setting • Feedback, Check-in Initial Goal Setting • Adjustments as appropriate Meeting • Annual Review Annual Performance Performance Performance and Goal Management and Goals Review Cycle Regular Feedback Meeting
- 5. Developing Goals • Tie to organizational and departmental needs and goals • Account for: • Competencies • Skills • Experience • Professional Growth • Available Resources
- 6. Developing Goals • Create a plan to achieve • SMART Goals • Specific • Measurable • Actionable • Realistic • Time-bound
- 7. Performance Appraisal Process • Self-Evaluation • Supervisory Assessment • Performance Appraisal Meeting • Finalize, Sign and Send to Human Resources • Due 8/31/12 • Send to Shannon MacGregor • Include Job Description
- 8. Performance Appraisal Meeting • Identify areas of agreement and difference • Gather information • Keep an open mind • Meaningful discussion/adequate time • Be specific • Be fair and consistent • Be constructive • Discuss development (plans, actions, goals, etc.)
- 9. Things to Remember • Keep your scheduled appraisal meetings • Measure what is important • Avoid surprises • Be honest, but sensitive • If you made a mistake, be willing to fix it
- 10. Appraisal Form Rating Scale • Exceptional (5) • Exceeds (4) • Meets (3) • Needs Improvement (2) • Unsatisfactory (1)
- 11. Appraisal Form Sections Section 1: Goals Review & Rating • Ratings reflect: • Level of Completion • Quality • Obstacles • Adjustments • Add meaningful comments
- 12. Appraisal Form Sections (continued) Section 2: Goals for Next Period • Based on needs and goals (organization and department) • Plan • SMART • Specific • Measurable • Actionable • Realistic • Time-bound
- 13. Appraisal Form Sections (continued) Section 3: Performance Competencies • Combines similar competencies into groups • Select appropriate competencies based on job duties and goals • Use examples • Keep an open mind
- 14. Appraisal Form Sections (continued) Section 4: Job Description Review • Opportunity to revise • Update to reflect current and future responsibilities • Reflects department and program needs • Email all job descriptions to Shannon MacGregor at smacgregor@foundationccc.org
- 15. Appraisal Form Sections (continued) Section 5: Signatures • Supervisory Comments and Summary • Employee Comments • Send signed, and completed Appraisal Form to Shannon MacGregor by 8/31/12