Keys to Successful Performance Reviews and Evaluations
Discover essential tips for a successful performance review process, including preparing for the meeting, gathering feedback, and using objective data for evaluations. Learn who should conduct performance reviews and when they should be completed. Explore the uses of performance reviews, evaluation ratings, and how employees can fill out their sections effectively.
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Presentation Transcript
Performance Review
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 meeting to discuss the performance review with your supervisor Reserve a private, neutral location to hold the review
Keys to a Successful Performance Review Cont. When Conducting the Interview for your employee Get feedback from peers, direct reports, co-workers, and the individual being reviewed Use Objective Data - project completion or management, reports written, work missed, performance reviews in the past, etc Discuss Critical Incidents - ways the individual acted especially effective or ineffective regarding accomplishments Behavioral Observations - appropriately recognize accomplishments and identify areas that may need strengthening
Performance Review: Who? When? Who should complete a performance review? Non-Temporary employees (FTE of .4 or greater) Non-Union or belong to the MFPE, Teamsters, and Laborers union Individuals who supervise eligible staff When should a performance review be completed? Around the beginning of the new fiscal year
Performance Reviews: Uses 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: Interactions in and Contributions to the Work Environment Expertise Leadership Organizational and Administrative Effectiveness and Efficiency NCAA Compliance (If applicable) Overall Performance
Evaluation Ratings Evaluation Ratings Include: Exceptional Exceeds Expectations Meets Expectations Opportunity for Improvement Unacceptable
Performance Review: How To (Employee) Fill out the Employee Section Describe in detail: How you are meeting the expectations of your position What went really well this year Describe your effective interactions with others such as faculty, staff, students, parents, community members, etc. Describe any challenges you are facing and what training, help, resources, etc. you need Give the form to your supervisor
Performance Review: How To (Supervisor) Fill out the Supervisor Section Objectively rate each Job Success Factor Provide a written evaluation in regard to each Job Success Factor If you would like to add an additional Job Success Factor that is specific to your department, let Human Resource Services know when you submit your performance review.
Employee Response If your employee would like to submit a formal response to their performance review, they can do so by: Submitting it to your supervisor with your performance review OR- Submit your response directly to Human Resource Services There is no template for a response
Performance Objective Form This form is OPTIONAL Suggested uses for this form: supervisor and employee collaboratively develop Performance Objectives for the employee to address growth/development needs during the normal review cycle Through discussions with newly hired employees For individuals that receive an evaluation of Opportunities for Improvement or Unacceptable
Establishing Objectives Reference position specifics and objectives when providing in-depth feedback Identify keys to effectively accomplishing each objective This could be tools, resources, meetings, etc.
Reviewing Objectives It is encouraged that the supervisor and employee meet twice throughout the year to discuss the progress being made Progress can be recorded in the Review of Objectives section by providing comments and a progress update under each review area Progress Options: Objective Fulfilled, Progress Made, or No Progress Made Include modifications to the Performance Objectives Provide a Final Objective Evaluation
Questions Contact Shawn Blair Email: Shawn.Blair@umontana.edu 406-243-2665 Go to the Human Resource Services website and go to Performance Management for more information https://www.umt.edu/human-resources/employee- resources/performance-management/default.php
Thank You! Go Griz! Human Resource Services
