Talent & Performance Management


​Build a Performance Plan

When setting goals it is important to set goals within key performance/competency areas.  The goals should be aligned with business strategy.  If individual goals are not aligned with business strategy, then time and resources are wasted.  Low employee engagement can result and may mean that individuals are not performing at their best.  The result can be poor evaluation criteria that can lead to mistrust, lower productivity, morale, and a higher attrition.  Also, there will be a lack of ability to identify and differentiate top performers from underperformers.

When setting goals and performance for key performance/competency areas it is important that they are:

  • Derived from mission, goals and values
  • Developed collaboratively, if appropriate
  • Descriptive of how a job is to be performed
  • Descriptive of fully satisfactory (fully successful) performance
  • Measurable/ Reasonable/Attainable

 

Who Should Be Rated for FY 2018/2019

Who​Description
​New Hires​Evaluate every 2 months using the probationary document. Non-probationary employees should be evaluated within 3 months after their hire and again prior to the end of 6th month of employment. After the 6th month evaluation, these employees should roll into the standard annual appraisal wrap-up process. Some new hires may be eligible for a prorated
merit increase based on hire date.
​Temporary Employees​Temporary employees expected to be in their assignment in excess of 6 months should be evaluated 3 months after their hire and again prior to the end of the 6th month. Temporary employees continuing in the same assignment should also be evaluated during the standard annual appraisal wrap-up process. Use the forms provided for temporary employees.
​Lateral Transfers​Employees evaluated on:
• New assignment for applicable time period
• Previous assignment for applicable time period
Employee should be rated by all managers who have supervised them during rating period. Manager that has employee on 9/30/2019 will collect previous manager ratings and compile into evaluation.
​Promotions​Employees evaluated on:
• Promotional assignment for applicable time period
• Regular assignment for remainder of time period
Employee should be rated by all managers who have supervised them during rating period. Manager that has employee on 9/30/2019 will collect previous manager ratings and compile into evaluation.
​Interim Assignments​Employees evaluated on:
• Interim assignment for applicable time period
• Regular assignment for remainder of time period
Employee may be rated by more than one managers (that supervised them during rating period). Manager that has employee on 9/30/2019 will collect previous manager ratings and compile into evaluation.
​Employees on Leave of Absence
(FMLA or Workers Comp)
​Employees must be at work for at least 130 days (130+ days of “R” time) within appraisal period of 10/1/2018 thru 09/30/2019 to be rated.
​Demotions​Employees should be evaluated on:
• New assignment for applicable time period
• Previous assignment for applicable time period
Employee may be rated by more than one managers (that supervised them during rating period). Manager that has employee on 9/30/2019 will collect previous manager ratings and compile into evaluation.