2 AGENDA Performance Evaluation Process Brief Overview Supervisor Role Employee Role Reviewing Officer Role Questions & Answers
3 HR /14 Policy UWF shall utilize employee evaluation programs to acknowledge performance, to communicate performance effectiveness, to aid in improving performance in assigned duties, and, when necessary, to develop a performance plan to assist in correcting deficiencies. The evaluation program may also be used to identify recipients of financial rewards when designated by the President.
4 USER TYPES FOR PERFORMANCE EVALUATIONS Employee User Type Under this user type you will take action to your own performance evaluation. Supervisor User Type Under this user type you will take action on a performance evaluation on employees whom you supervise. Reviewing Officer User Type Under this user type you will take action on a performance evaluation as the reviewer. Reviewing Officer s approval is optional and it is used on an as-needed basis when the employee or supervisor would like the next level supervisor to review and acknowledge the evaluation.
5 Employees serve only one position orientation year. Thus, employees who change jobs will not be required to serve another position orientation year. TYPES OF EVALUATIONS Position Orientation All University Work Force employees shall be evaluated at the end of their 12 month position orientation year (one year from the employee s date of employment). Newly-hired University Work Force employees serve a 12-month position orientation year. Newly-hired employees shall be provided with a current position description and a list of goals, objectives, and/or standards at the time of appointment to the position. All newly-hired University Work Force employees shall be evaluated at the end of the position orientation year. Newly-hired employees shall be evaluated by the immediate supervisor in a timely manner after 12 months of employment with the University. Employees who are not evaluated by the end of the position orientation year shall be automatically rated Satisfactory performance standard. Supervisors should hold discussions with new employees during the position orientation year to provide feedback and to ensure that performance goals and objectives are communicated. The position orientation year may be extended by the Associate Vice President of Human Resources upon Recommendation of the appropriate supervisory authority.
6 TYPES OF EVALUATIONS CONT. Annual Employees shall be evaluated annually, July 1 to June 30, by their immediate supervisors. Employees shall be evaluated annually in July by the immediate supervisor. Any rating below Satisfactory must be handled as a Special Performance Evaluation in accordance with the provisions of Section (2) (c) of the HR /14 policy. Failure to complete an annual evaluation shall result in the employee receiving a rating at the same level as the most recent completed evaluation. Performance Standards Ratings shall be defined as follows for the University Work Force employees: Superior Above Satisfactory Needs Improvement Below Employees rated at Below or Needs Improvement shall be subject to a Special Performance Evaluation and Improvement Plan as outline in Section (2) (c) of the HR /14 policy.
7 TYPES OF EVALUATIONS CONT. Special May be initiated whenever the immediate supervisor determines the employee s performance has changed from the rating level reflected on the most recent evaluation. A Special Performance Evaluation must be initiated when and employee s performance is at a level of Below or Needs Improvement. The Special Performance Evaluation should be initiated by the supervisor after consultation with the Human Resources Department for employees who have successfully completed the orientation year and should not be delayed until the time of the annual performance evaluation. Special performance evaluations may only cover performance for the preceding 60 days. The immediate supervisor, after consultation with the Human Resources Department, shall prepare a written Improvement Plan that specifies the necessary improvements to correct identified performance deficiencies. The written Improvement Plan shall be provided to and discussed with the employee on an ongoing basis by the supervisor. Within 60 days after the Special Performance Evaluation and Improvement Plan initiation, employees with a Needs Improvement or Below rating shall be evaluated again, this time on their progress in meeting the requirements of the Improvement Plan.
8 STANDARD EVALUATION COMPETENCIES Knowledge, Skills and Abilities-Employee has the knowledge, skills, and abilities needed in the present position. Quality/Quantity of work-employee has the ability to independently plan, prioritize, and complete work with accuracy, neatness, and at a satisfactory rate. Customer Service Skills-Employee is committed to providing excellent customer service to internal and external customers and willingly cooperates with others to achieve department and University goals. Demonstrates a positive attitude toward others; and exhibits flexibility and adaptability in meeting the demands of change in the work-place. Attendance-Employee is punctual, adheres to work schedule and complies with attendance and leave policies. Initiative-Employee exhibits leadership, is resourceful and willing to do more than the minimum, strives to achieve goals, and seeks additional responsibility. Include in this rating, if applicable, the employee s performance, supervision, updating job questionnaires, completing performance evaluations, and setting standards, goals, and objectives. Inclusiveness-Employee welcomes, respects, and celebrates the ways in which people are different and the ways in which they are similar. Note: Coaches Standard Evaluation Competencies may vary.
9 STANDARD EVALUATION COMPETENCIES FOR COACHES Coaching Success and Skills Employee displays adequate knowledge and technical skill for specific sport, defines and communicates the program s overall purpose and philosophy, and works to achieve program goals while creating a safe environment for student-athletes. Employee communicates effectively with student athletes, maintains awareness of team behavior and activities outside of practice, and discipline measures are handled in a consistent and professional manner. Academics and Life Skills Employee provides full access to the resources of student-athlete support services for all team members, represents the mission of UWF in promoting academic achievement, encourages participation in life skills workshops, and maintains a graduation rate consistent with departmental objectives. Compliance Employee demonstrates appropriate knowledge and understanding of NCAA rules and regulations, completes all necessary or required NCAA documents in a timely manner, and commits to the strong adherence to NCAA, conference, institutional, and department rules and regulations. Employee works to establish a recruiting system consistent with the department s philosophy and researches thoroughly the background of recruits. Fiscal and Departmental Responsibility Employee stays within allocated budget, adheres to business office policies and procedures, and manages resources properly. Employee follows departmental directives and meets deadlines for completing or returning required documentation. External Relations Employee works closely with Athletic Communications, Marketing, the Argonaut Athletic Club, and the media to assist in cultivating positive relationships with alumni, campus community and the surrounding community while promoting their respective sport. Employee participates in fundraising events, shows a willingness to support University functions, and develops opportunities for student-athlete community engagement. Professionalism/ Inclusiveness Employee displays a positive and professional manner while exercising appropriate behavior at all times. Employee welcomes, respects, and celebrates the ways in which people and ideas are different and the ways in which they are similar.
10 STANDARDS OF PERFORMANCE Superior Employee significantly exceeds position requirements. Above Employee consistently exceeds expectations and demonstrates ability to surpass position requirements. Satisfactory Employee meets all position requirements. Needs Improvement Employee is not satisfactorily completing the assigned duties. Supervisor must contact the Human resources Department Director before completing an evaluation with this overall rating. Below Employee is not meeting standards, goals, or objectives set for the position. Supervisor must contact the Human resources Department Director before completing an evaluation with this overall rating.
11 ANNUAL PERFORMANCE EVALUATION PERIOD Annual evaluations are conducted at the end of each fiscal year July 1 to June 30 (12 month period) Due Date evaluations must be in HR by October 30 (After this date the system will automatically close all evaluations and it cannot be reopened for late or incomplete evaluations) Failure to complete an annual evaluation shall result in the employee receiving a rating at the same level as the most recent completed evaluation per HR /14 policy.
12 LOGGING INTO THE PEOPLEADMIN 7
13 LOGGING INTO THE PERFORMANCE SITE Go to Type PeopleAdmin 7 in the search box Click on the PA7 app to get started
14 PEOPLEADMIN 7 (PA7) LOG IN Click on the yellow click here to log in with SSO link to log in. If you are not able to log in using this link please contact Human Resources.
15 LOGGING INTO THE PERFORMANCE SITE Home Page
16 LOGGING INTO THE PERFORMANCE SITE On the Home Page, click on the drop down arrow next to Applicant Tracking and select Performance.
17 PERFORMANCE SITE The top of your screen should turn PURPLE once you have logged into the Performance site.
18 LOGGING INTO THE UWF EMPLOYEE PORTAL
19 LOGGING INTO THE UWF EMPLOYEE PORTAL Once you have logged into the Performance site click on Go to UWF Employee Portal to check your inbox for the next item pending.
20 UWF EMPLOYEE PORTAL Pending Actions Once you click on UWF Employee Portal you will be directed to your pending actions.
21 USEFUL TIPS
22 USEFUL TIPS ABOUT PA7 Security of Data To ensure the security of your data, the system will automatically log you out after 60 minutes of no activity; therefore, save your work and you should log out anytime you leave your computer. Navigation - You may use the web browser's to navigate through PA7 by using the Back, Forward or Refresh buttons. Auto s -The PA7 system notifies users when a pending action has been sent from one user to another by sending an to the receiving user. Asterisks - Throughout the system, fields marked with an asterisk (*) are required and must be completed.
23 USEFUL TIPS (OVERVIEW PAGE) Overview Page Quick link icons you may click on each icon to re-direct you to the assigned location.
24 USEFUL TIPS (overview page breakdown) Inbox (pending actions) Name of evaluation Type of evaluation Evaluation Status Evaluation start and end date Date evaluation was last updated The Co-Reviewer completes the evaluation in the place of the supervisor or in conjunction with the supervisor.
25 USEFUL TIPS (overview page breakdown) Displays icon mention and an overview of all actions pending and completed Supervisor creates objectives for the employee to acknowledge Supervisor will complete the evaluation of the employee Employee will complete their self evaluation Employees and Supervisors use this tab to record progress notes of events and milestones completed throughout the year. No one can view the notes except for the employee entering them History of all the evaluations you have approved or acknowledged Historical Evaluations
26 USEFUL TIPS (overview page breakdown) My Evaluation Statues displays your historical evaluations and their status. My Employees Evaluation Statuses displays your employees historical evaluations and the status of each. (will only appear if you are a supervisor).
27 PERFORMANCE EVALUATION WORKFLOW Supervisor Creates Objectives Objectives Review Meeting Employee Acknowledge Objectives Mid-Year Check-In (Optional) Evaluation Review Meeting (meeting may occur simultaneously as HR Approves Evaluation) HR Approves Evaluation Supervisor Evaluation of Employee Or Co-Reviewer completes the evaluation in the place of the supervisor or in conjunction with the supervisor Employee Self-Evaluation Reviewing Officer Acknowledges Evaluation (Optional) Employee Acknowledges Evaluation
28 SUPERVISOR CREATES OBJECTIVES
29 SUPERVISOR CREATES OBJECTIVES If there is a Due Date for this process it will be displayed below Status of evaluation Type of evaluation and employee name After you have logged into the Employee Portal, supervisor may click on Supervisor creates Objectives or View to begin creating the next years objectives for the employee.
30 You may save draft of the objective s and return or you may click next to move to the next tab SUPERVISOR CREATES OBJECTIVES (CURRENT YEAR OBJECTIVES TAB) Click here to review UWF Strategic Plan You may complete one of the following actions under the Action button Enter objectives here (each employee is required to have at least one objective) Check here to remove an objective Click here to add additional objectives
31 SUPERVISOR CREATES OBJECTIVES (STANDARD EVALUATION COMPETENCIES TAB) This page provides a list of the five explanation of performance standard rating and the six core competencies for your review
32 SUPERVISOR CREATES OBJECTIVES (STANDARD EVALUATION COMPETENCIES TAB) After you have had the opportunity to review the five explanation of performance standard ratings and the six core competencies you may save draft or click complete to forward the objectives to the employee to review and acknowledge
33 OBJECTIVES REVIEW MEETING
34 OBJECTIVES REVIEW MEETING After you log into the UWF Employee Portal, you may click on Objectives Review Meeting or View to acknowledge that this meeting has taken place
35 OBJECTIVES REVIEW MEETING Click complete to acknowledge that you have conducted the Objectives Review Meeting with the employee
36 MID YEAR CHECK-IN (OPTIONAL)
37 MID YEAR CHECK- IN (OPTIONAL) After you have logged into the UWF Employee Portal, you may click on Mid Year Check-In (Optional) or View to acknowledge that this meeting has taken place
38 MID YEAR CHECK- IN (OPTIONAL) Click complete to acknowledge that you have conducted the Mid Year Check-In (Optional) meeting with the employee
39 EMPLOYEE ACKNOWLEDGES OBJECTIVES
40 EMPLOYEE ACKNOWLEDGE OBJECTIVES After you have logged into the UWF Employee Portal, you may click on Employee Acknowledge Objectives or View to acknowledge your objectives
41 EMPLOYEE ACKNOWLEDGE OBJECTIVES Employee has the option to print or acknowledge under the Actions button Employee should review each objective listed
42 EMPLOYEE ACKNOWLEDGE OBJECTIVES Employee may leave comments After the employee has reviewed their objectives, the explanation of Performance Standard Ratings and the Core Competencies they should click Acknowledge
43 EMPLOYEE SELF EVALUATION
44 EMPLOYEE SELF-EVALUATION After you have logged into the UWF Employee Portal, you may click on Employee Self-Evaluation or View to complete the Employee Self-Evaluation Form
45 EMPLOYEE SELF-EVALUATION (CURRENT YEAR OBJECTIVES TAB) Employee has the options to print or save draft under the Actions button This field is for the employee to explain how they met their current year objective Employee may click save draft to save this page or next to move to the next tab
46 Employee may click save draft to save this page or next to move to the next tab EMPLOYEE SELF-EVALUATION (SIGNIFICANT ACCOMPLISHMENTS TAB) Employee has the options to print or save draft under the Actions button This field is for the employee to add Significant Accomplishments Check here to remove Significant Accomplishment Click here to add additional Significant Accomplishments
47 EMPLOYEE SELF-EVALUATION (EMPLOYEE INITIATION OF OBJECTIVES FOR THE NEXT REVIEW PERIOD TAB) Employee has the options to print or save draft under the Actions button Click here to review UWF Strategic Plan Employee may enter their objective in this field Check here to remove an objective Click here to add an additional objective Employee may click save draft to save this page or next to move to the next tab
48 EMPLOYEE SELF-EVALUATION (PROFESSIONAL DEVELOPMENT OBJECTIVES TAB) Employee has the options to print, save draft or complete under the Actions button Employees may enter their professional development objectives in the field Check here to remove an objective Click here to add an additional objective Employee may click save draft to save this page or complete to complete their self evaluation
49 EMPLOYEE SELF-EVALUATION (ATTACHMENTS TAB) Click here to add additional attachments Click here to upload attachments After you have uploaded your documents, return to the previous tab to mark save or mark the self evaluation complete
50 SUPERVISOR EVALUATION OF EMPLOYEE
51 SUPERVISOR EVALUATION OF EMPLOYEE After you have logged into the UWF Employee Portal, you may click on Supervisor Evaluation of Employee or View to complete the Supervisor Evaluation of Employee
52 SUPERVISOR EVALUATION OF EMPLOYEE (CURRENT YEAR OBJECTIVES TAB) Supervisors has the options to print or save draft under the Actions button Supervisor may click save draft to save this page or next to move to the next tab
53 SUPERVISOR EVALUATION OF EMPLOYEE (STANDARD EVALUATION COMPETENCIES TAB) Supervisors has the options to print or save draft under the Actions button Supervisor will select a rating from the drop down menu Supervisor may leave a comment after each rating Supervisor may click on next to move forward or save draft to return later to complete.
54 SUPERVISOR EVALUATION OF EMPLOYEE (AREA OF IMPROVEMENT TAB) Supervisors has the options to print or save draft under the Actions button Check here to remove area for improvement Supervisor may click save draft to save this page or next to move to the next tab Click here to add another area for improvement
55 SUPERVISOR EVALUATION OF EMPLOYEE (SUPERVISOR S COMMENTS TAB) Supervisors has the options to print or save draft under the Actions button Supervisor may leave comments for the employee here. Once the supervisor has added comments and attached documents (if applicable) then they may click on complete to forward the evaluation to the employee for review or save the draft and return later to complete.
56 SUPERVISOR EVALUATION OF EMPLOYEE (ATTACHMENTS TAB) Click here to add additional attachments Click here to upload attachments After you have uploaded your documents, return to the previous tab to mark save draft or click complete to complete the supervisor evaluation of the employee
58 REVIEWING OFFICER ACKNOWLEDGES EVALUATION (OPTIONAL) After you have logged into the UWF Employee Portal, the Reviewing Officer may click on Reviewing Officer Acknowledges Evaluation (Optional) or View to complete the acknowledge the employee s evaluation
59 REVIEWING OFFICER ACKNOWLEDGES EVALUATION (OPTIONAL) The Reviewing Officer has the options to print or acknowledge under Actions
60 REVIEWING OFFICER ACKNOWLEDGES EVALUATION (OPTIONAL) The Reviewing Officer may review the objectives, ratings, areas of improvement and supervisor s comments prior to acknowledging the evaluation The Reviewing Officer will click on Acknowledge to acknowledge the employee evaluation
61 EVALUATION REVIEW MEETING
62 EVALUATION REVIEW MEETING After you have logged into the UWF Employee Portal, the supervisor may click on Evaluation Review Meeting or View to acknowledge that the meeting has been conducted
63 EVALUATION REVIEW MEETING Supervisor may click on Complete to confirm that they have conducted the evaluation review meeting with the employee
64 EMPLOYEE ACKNOWLEDGES EVALUATION
65 EMPLOYEE ACKNOWLEDGES EVALUATION After you have logged into the UWF Employee Portal, the Employee may click on Employee Acknowledges Evaluation or View to review and acknowledge their evaluation
66 EMPLOYEE ACKNOWLEDGES EVALUATION Employee has the option to print, refuse to sign or acknowledge their evaluation under Actions
67 EMPLOYEE ACKNOWLEDGES EVALUATION Employee may review their objectives, ratings, areas for improvements and supervisor comments prior to clicking refuse to sign or acknowledge Employee may leave comments prior to clicking refuse to sign or acknowledge
68 FOR MORE INFORMATION CALL US! LaBratta Epting - or or Sharon Jones - or
INTRODUCTION The Office of Human Resources (HR) would like to announce the launch of the online Performance Management system. The Performance Management system is an online evaluative tool for Administrative
Online Performance Reviews with PeopleAdmin Employee Handbook This handbook is designed to help you, the employee, navigate the online Performance Appraisal Process using the PeopleAdmin portal. Your information
Online Performance Reviews with PeopleAdmin Employee Guide This detailed guide is designed to help you, the employee, navigate the online Performance Communication Process using PeopleAdmin. Included in
TBR System Office Performance Management Employee s Guide A Step-By-Step Employee Guide for completing performance evaluations in the PeopleAdmin Performance Management Suite PeopleAdmin 7.0 is a multi-functional
Wentworth Institute of Technology Performance Management Employee s Guide A Step-By-Step Employee Guide for completing performance evaluations in the PeopleAdmin Performance Management Suite PeopleAdmin
PEOPLEADMIN PERFORMANCE APPRAISAL PROCESS SUPERVISOR ROLE Welcome to the University of Dayton Online Employment and Performance Management System. The Human Resources department has implemented this system
MILLSAPS COLLEGE ANNUAL EMPLOYEE PERFORMANCE EVALUATION For Exempt and Nonexempt Staff EMPLOYEE NAME: JOB TITLE: DEPARTMENT: PERIOD OF EVALUATION: FROM: TO: TIME IN CURRENT POSITION: TIME WITH THE COLLEGE:
If you took the Guide to Managing at Duke Program you learned about the performance management process now it is time to learn the SAP tool for managing performance. Below are the steps in the performance
TBR System Office Performance Management Supervisor s Guide A Step-By-Step Supervisor s Guide for completing performance evaluations in the PeopleAdmin Performance Management Suite PeopleAdmin 7.0 is a
Wentworth Institute of Technology Performance Management Supervisor s Guide A Step-By-Step Supervisor s Guide for completing performance evaluations in the PeopleAdmin Performance Management Suite PeopleAdmin
Performance Review Documentation for Duke University Employees At Duke, annual reviews are required. Mid-Year reviews may also be required by the department. Below are the steps in the performance management
ADMINISTRATIVE STAFF EVALUATION FORM OFFICE OF HUMAN RESOURCES A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM Name of Employee: Position Title: Department: _ of Employment Into Current Position: TYPE OF EVALUATION
Lewis & Clark College Posting In PeopleAdmin What is PeopleAdmin? PeopleAdmin is an applicant tracking system which you can use to post your work-study positions. Students can apply for the position directly
Performance Management Handbook City of American Canyon 1 TABLE OF CONTENTS Introduction 1 Background on performance management City Core competencies Performance management model Development of the Core
USER S GUIDE San Diego Community College District Online Applicant Tracking System PeopleAdmin, Inc. 816 Congress Avenue Suite 1800 Austin, TX 78701 TABLE OF CONTENTS INTRODUCTION... 1 GETTING STARTED...
Tuskegee University Performance Management Philosophy and Key Components Performance management is an ongoing, continuous process of communicating and clarifying job responsibilities, priorities and performance
DIT Online Self Service for Clients Written by: Customer Services Management Division of Information Technology May 2012 Version 1 Copyright 2012 Charles Sturt University No part of this document may be
Online PE System Overview The Online PE System contains a Goal Plan that houses your Individual and Enterprise Goals. The Goal Plan is available all year long so you can document accomplishments and milestones
Performance Management at DU Online system overview 1 In this module, we will discuss: Understanding your responsibilities and role How to enter information into your performance form Completing the setting
ACCESS THE ONLINE STAFF EVALUATION SYSTEM Log on to the OnePurdue (SAP) portal. https://erp-portal-prd.itap.purdue.edu/ Enter Career Account and password. Click the Log on button. Supervisors: Click the
PEOPLEADMIN PERFORMANCE APPRAISAL PROCESS EMPLOYEE GUIDE Welcome to the Western Carolina University Online Employment and Performance Management System. The Human Resources department has implemented this
PEOPLEADMIN PERFORMANCE APPRAISAL PROCESS EMPLOYEE SELF ASSESSMENT Welcome to the University of Dayton Online Employment and Performance Management System. The Human Resources department has implemented
I. General Information: As employees request leave through the ESS Electronic Leave Request procedure, the appropriate approving manager will receive an Outlook email indicating a request for leave was
It is time for all exempt and non-exempt staff employees to complete their annual performance evaluation and there are major changes to the evaluation process this year. Please read through this document
Performance Management Program An Employee Communication Presentation Introduction Merit Pay and Performance Evaluation Overview Administrative and administrative support employees are eligible to participate
Part-Time Staff Employment Postings Missouri State University Applicant Tracking System Office of Human Resources December 2011 Revised November 2011 Postings Sign On 3 Creating a New Posting 3 Posting
HR Bulletin July 2015 Tuition Waiver Program Information Who is eligible? This program is for full-time employees in established (non-ops) positions. Qualifying employees may also assign part or all of
ST. THOMAS UNIVERSITY PERFORMANCE ASSESSMENT FORM WITH SUPERVISORY DUTIES DATE: Name: Position: Department: Annual Performance Review COPY MUST BE RETURNED TO HR FOR FILE Part 1: of General Performance
PALM BEACH STATE COLLEGE APPLICANT TRACKING SYSTEM HIRING ADMINISTRATOR S GUIDE TABLE OF CONTENTS INTRODUCTION... 1 GETTING STARTED... 2 CREATING A POSITION VACANCY REQUEST... 3... 3 Attaching Documents...
Supervisor Manual 1/5/11 Supervisor Manual Table of Contents The 3 The PCS Process 5 Preparing for the Discussion Meeting 7 Tips for Good Communication 7 Performance Expectations 8 Behavioral Competencies
SOCIETY OF ST. VINCENT DE PAUL OF VANCOUVER ISLAND EMPLOYEE PERFORMANCE REVIEW NAME: PROGRAM: POSITION: REVIEW PERIOD: Introduction As part of the annual employee performance evaluation and review process,
Support Services Evaluation Handbook for members of Paraprofessionals and School-Related Personnel (PRSP), Baltimore Teachers Union, Local 340 City Union of Baltimore (CUB), Local 800 Baltimore City Public
Remedy ITSM Service Request Management Quick Start Guide Table of Contents 1.0 Getting Started With Remedy s Service Request Management. 3 2.0 Submitting a Service Request.7 3.0 Updating a Service Request
Manual 6. Reward Performance 1. Mutually develop performance plan 5. Communicate the evaluation AUBMC 2. Monitor and document performance 4. Evaluate Performance 3. Provide Coaching and Development 1 SECTION
Human Resources Performance Management Employee Participation Manual Page 2 of 33 Table of Contents Performance Management Overview and Definitions... 4 Rating Systems... 5 Unit 1: Logging into the Employee
Staff Performance Evaluation This form, and any attachment, becomes part of the employee's official personnel file. Employee Name: Position Title: UIN: Department: Review Type: Annual Job At Risk Probationary
Create a requisition for a job This quick guide describes the key steps in creating a requisition for a new job posting and creating teams. Other resources for hiring administrators are available at http://www.uvic.ca/hr/services/home/hiring/index.php
2015-2016 Pacific Lutheran University Human Resources Performance Management Launch of Online Module Agenda 1. PLU s Performance Management Philosophy and Key Program Components 2. Logging-In and Employee
PeopleAdmin Creating a Posting for HR Users Applicant Tracking This guide provides instructions on Creating a Posting utilized to post a vacant position. The position description serves as the basis for
Form A Employee Development Plan Fiscal Year: EMPLOYEE NAME: TIME IN CURRENT POSITION: DEPARTMENT: This section should be completed by the supervisor and employee as part of the final performance evaluation
eperformance Employee Guide eperformance Employee Training Guide Table of Contents: Process Flow Map.2 Visual Representation of Performance Review Process A. Employee Self-Evaluation.3 Complete Employee
Purpose Use this procedure to add, change, or remove recurring payments. Trigger Perform this procedure when you need to add a recurring payment option, or when you need to change or withdraw it. Prerequisites
ADMINISTRATIVE STAFF PERFORMANCE APPRAISAL FORM FY 2014-2015 Employee Last Name Employee First Name Employee ID Department Position Title Supervisor Name Review Date Self-Evaluation Supervisor Evaluation
MANAGING PERFORMANCE @ OLD MUTUAL A guide to the ACT NOW! Multi-Rater process Updated September 2014 MANAGING PERFORMANCE 02 Contents Introduction 03 Overview of process 04 The Welcome page 05 Changing
Troy University Online Employment System User Manual People Admin Version 7 Human Resources April 2014 Table of Contents Introduction... 2 User Types and Access... 2 Creating a User Account... 3 Homepage...
Bloomfield College Staff Employee Performance Review 2014-15 Employee Name: Position: Evaluator: Department: Date of Evaluation: Date of Hire: 1. Summary of departmental mission and customer service philosophy:
Amherst College Office of Human Resources PERFORMANCE MANAGEMENT PROCESS GUIDE March 2015 TABLE OF CONTENTS Introduction........................................................... 3 Preparing for the Performance
Professional & Scientific Performance Appraisal Employee s Name: Employee s University ID #: Employee s Title: Department: Date Employee Began Current Position: Review Period: From: To: Supervisor s Name:
Online Performance Management System Review: Performance Management A process in which UAB Medicine involves employees in: Improving effectiveness Accomplishing mission and goals Performance Management
Employee Evaluation Name of Employee: Date of Review: Evaluator Name: Job Title: Years in Job: Performance Evaluation s: 5= Outstanding: Performance is extraordinary and exceptional. (Outstanding ratings
Office of Human Resources PeopleAdmin 7 User Guide Table of Contents LOGIN INFORMATION... 3 INTRODUCTION & HOME PAGE... 4 MODULE TYPE DEFINITIONS... 5 USER GROUP DEFINITIONS... 5 EMPLOYEE GROUP DEFINITIONS...
Guidelines for online application procedure Step 1 Go to www.funding guide.de Step 2 Fill up the details indicated by the orange coloured arrows below (Status: Undergraduates, your Country of Origin: India,
Self Service: Performance Management Overview This document describes the steps to completing the Orientation Review Summary for new employees as they complete their orientation period (also known as the
Completing Your Employee Review with the New Workday Tool Employee Guide Effective March 2014 Welcome to the annual Performance Management Process. One major change which will occur this year is the implementation
Performance Management Guide For Managers This guide applies to employees who are not covered by a collective bargaining agreement or for whom the agreement contains no provision regarding this subject.
Performance Management Tutorial Welcome to the PeopleAdmin Performance Management module! Performance Management provides functionality allowing SHSU to process all performance appraisals for staff employees
THE LIVE IT EVERY DAY Performance Planning And Evaluation A guide for employees, supervisors and managers 1 INTEGRITY We live Integrity by Telling the truth. Being consistent. Doing the right thing even
Board Self-Evaluation Questionnaire A Tool for Improving Governance Practice For Voluntary and Community Organizations Name (optional) For period from to Non-Profit Sector Leadership Program College of
Instruction Manual May, 2015 Performance Appraisal Process Local 2324 Represented Employees Human Resources May, 2015 TABLE OF CONTENTS ITEM PAGE INTRODUCTORY MATERIAL Performance Appraisal Instructions
1. ONE-TIME REGISTRATION PROCESS Prior to using the Secure Mail service for the first time, a user must initially register with the service by completing steps A thru E below: A. When a Secure Mail encrypted
CITY OF GUNNISON EMPLOYEE PERFORMANCE APPRAISAL FORM 2013 Name: Position: Anniversary Date in Position: Department: Supervisor: Appraisal Period: from to PURPOSE Communication about performance between
@ my fingertips FAST Leave Management System guide Welcome to the FAST Leave Management System! The new leave management system is here The Human Resources Service is committed to providing support staff
ACCESSING ULEARN... 1 CREATING AND ASSIGNING GOALS... 1 COMPLETING A YEAR END REVIEW... 2 SIGNING OFF ON THE APPRAISAL... 3 APPROVING AN IDP... 5 APPROVING GOALS SUBMITTED BY EMPLOYEES... 5 REVIEWING OR
NORTH CAROLINA STATE UNIVERSITY ONLINE EMPLOYMENT SYSTEM HIRING MANAGER S AND USER S GUIDE FOR EPA & STAFF VACANCIES Human Resources 2711 Sullivan Drive Suite 201, Box 7210 Administrative Services Building
How to collaboratively author Course Handbooks Multiple authors often need to collaboratively produce a document such as a Course Handbook. Handbook A workflow can be created in SharePoint to control the
Accept And Refund Payments In A PayPal Personal Account If you run a PayPal personal account, when payment is received, it does not get credited automatically to your account. The merchant has to Login
2013-2014 Academic Year Administrative Assessment Report The Office of Human Resources Mission: The mission of the Office of Human Resources emanates from the spirit of the University s dedication to intellectual,
The Cancer Institute NSW Grants Management User Guide Version 1.1 12 February 2016 Contents 1. Registration 2 2. Login to the Institute s GMS 3 3. Forgot password 3 4. The home page 4 5. Creating a profile
Using the Shands HealthCare External Applicant Careers Portal Introduction Welcome to the Shands HealthCare employment portal. We are very happy about your interest in seeking an employment opportunity
Table of Contents Click a topic in the Table of Contents to jump to a topic and use Ctrl + Home to return to this page. RECRUITING WORKFLOW... 1 CREATE JOB OPENING... 2 TEMPORARY JOB OPENING... 2 POSITION
LOGO Monthly Timesheets Approver Training Updated February 14, 2013 STOP! HAVE YOU COMPLETED THE EMPLOYEE MONTHLY TIMESHEET TRAINING? If not, please go to: http://acctg.ucsf.edu and complete the HBS online
GEORGIA INSTITUTE OF TECHNOLOGY CLASSIFIED PERFORMANCE APPRAISAL RECORD FOR NON-SUPERVISORY EMPLOYEES EMPLOYEE NAME: EMPLOYEE IDENTIFICATION #: JOB TITLE: REVIEWED BY: UNIT: DATE OF REVIEW: REVIEW PERIOD:
How to Create a New User Account for MyGovernmentOnline *Prior to getting started, we encourage you to download and install the web browser Mozilla Firefox. While the MyGovernmentOnline software is designed
STAFF PERFORMANCE EVALUATION Name: Job Title: Date of Evaluation: Department/School: AAMU Hire Date: Time in Current Position (years/months): Unit: Supervisor: Type of Evaluation: Annual: Other: Years/months
CPMS User Guide for Performance Review & Evaluation About the Collaborative Performance Management System (CPMS) Performance Review & Evaluation Steps Performance Factors Logging in to the LMS For Employees:
This Page Left Intentionally Blank. This document is designed for your use in taking notes while participating in the PAA Demonstration training. These screenshots are placed in the order that they will
Updated on 28 June 2016 Contents Getting Help... iii Supported Browsers... iii About & Interested Parties... 1 home... 2 View applicants... 8 Browse jobs & search openings... 11 ii Getting Help ehr Online
PERFORMANCE APPRAISAL NON-ACADEMIC ADMINISTRATIVE - SUPERVISORY Name: Job Title: Date of Evaluation: Department/School: AAMU Hire Date: Time in Current Position (years/months): Unit: Supervisor: Type of
EMPLOYEE INFORMATION Date Last Name MI First Name Position/Title Current Pay Grade Department/Division or Section Original Hire Date Performance Review Period Date Appointed to Current Position From: Supervisor