Performance Review

1. Performance Review

2. Keys to a Successful Performance Review • Know and understand the University and department mission • Understand the importance of roles and their impact on the mission • Maintain open communication throughout the cycle to avoid surprises • Schedule a mutually convenient date and time • Reserve a private, neutral location

3. Performance Review cont. • Get feedback from peers, direct reports, customers/clients, co-workers, individual being reviewed • Use Objective Data – project completion or management, reports written, work missed, Performance Reviews not completed in a timely manner; and • Critical Incidents – ways the individual acted especially effective or ineffective regarding accomplishments without judging personality; and • Behavioral Observations • Appropriately recognize accomplishments and, as necessary, identify areas that need strengthening

4. New and Improved Features • The form can be used for three types of reviews • Supervisor reviewing an employee • Supervisor reviewing a supervisor • Employee reviewing a supervisor • Job Success Factors are expanded to include better components and descriptions • Job Success Factors were created to focus on Managerial/Supervisory Employees

5. More Features • Additional Evaluation Ratings • Exceptional - New • Exceeds Expectations • Meets Expectations • Opportunity for Improvement - New • Unacceptable - New

6. Completing the Forms • Complete the Employee Performance Review form for all eligible staff • Additionally, the Supervisor Performance Review form should be completed for individuals who have managerial and/or supervisory responsibilities • Objectively rate each Job Success Factor (JSF): • Relevant JSF components • Provide a written evaluation of the employee’s performance with regard to each JSF—pay special attention to ratings equal to Exceptional and less than Meets Expectation

7. Additional Components and JSF’s • Departments/Areas may add one or more Additional Components to one or more JSF’s • Department-Specific JSF’s with corresponding components may be added, as well • Human Resources must be notified in advance that a department/area intends to add components and/or JSF’s and what they are

8. Overall Performance • After reviewing the applicable Job Success Factors you must provide an overall review of the individuals performance • Select the appropriate rating and provide comments • Obtain Reviewee and Reviewer Signatures and return to HRS • Include any response from Reviewee

9. Performance Objectives Form • Use of the form is optional • Suggested uses of the form: • Supervisors and employees collaboratively develop Performance Objectives for the employee in order to address departmental and/or growth/development needs during the normal review cycle • Through discussions with newly hired employees, supervisors and employees identify areas of growth/development • For those individuals who receive an evaluation of “Opportunity for Improvement” or “Unacceptable”, supervisors can establish objectives that address the areas of need

10. Tips for Establishing Objectives • With reference to the positions major functions, list specific, measurable objectives to be completed and/or continued • Identify keys to effectively accomplishing each objective • For example: resources, tools, and other kinds of support. • When and where appropriate, the employee and the supervisor mutually agree upon Objectives which may be acknowledged by the Dean or Director

11. Review Of Objectives • It is greatly encouraged that supervisors and employees meet twice throughout the performance period to discuss the progress made toward objectives • Overall progress can be recorded in the Review of Objectives section by providing comment and a progress option under each Objective Progress Review area • Progress options – Objective Fulfilled, Progress Made, or No Progress Made • If Objectives are modified during the performance period, you could include the description of the changes in the Comments field • You have the ability to provide a Final Objective Evaluation

12. Questions? • Contact: Sheila Wright • Email: sheila.wright@umontana.edu • Phone: 243-4595 • Website: www.umt.edu/hrs; click on Performance Review link in the list on the left