Self Service: Performance Management. Completing the Orientation Review Summary
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- Benedict Watts
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1 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 90-Day Review). Like any other performance management procedure, the employee and manager will also meet to discuss the form and provide verbal feedback. Topics Covered Guidelines for... 1 Navigating to the Goal Setting Document... 2 Review the Document... 3 Employee Information... 3 Feedback Topics... 3 Overall Summary... 4 Employee, Manager Comments... 4 Meeting with your Manager... 4 Acknowledging the Document... 4 Guidelines for You and your manager can follow these guidelines when completing the Orientation Review Summary: a) Your manager completes the form by answering the questions and providing an overall summary of your job performance. b) You review the document and discuss it with your manager. Your manager marks the document as having met with you. c) You enter any additional comments, then acknowledge that you have reviewed the document and met with your manager. d) Your manager reviews your comments, and marks the document as Completed. e) Both you and your manager can be view the completed document in the historical documents page (Self Service for the employee, Manager Self Service for the manager). Center for Workplace Development Page 1 of 5 Last Updated: 10/31/2013
2 Navigating to the Goal Setting Document Once your manager has marked the document as ready for your review ( Share With Employee status): 1. Access the Orientation Review Summary through Quick Links or the PeopleSoft Menu: Menu Navigation: Self Service > Performance Management > Performance Documents > Current Documents 2. Access the form by clicking Orientation Review Summary in the Document Type field (noted in the image below). Note the status is Share w/employee. You cannot access the details of the document until it is in this status. Center for Workplace Development Page 2 of 5 Last Updated: 10/31/2013
3 3. The Document Details screen appears. Click View. Review the Document 4. Review the form as described below, and if you choose to enter comments, click. Employee Information General information about the document, including its current status, is displayed. Click Return to Document Detail to go back to the document detail page. Click Expand All to view the full detail of each section of the document. Click to print a PDF copy of the document. Click if you enter any comments. Feedback Topics Click to expand an individual topic to review the description and your manager s feedback. Click Expand to open all three topics. Center for Workplace Development Page 3 of 5 Last Updated: 10/31/2013
4 Overall Summary Review the rating your manager selected and the overall summary comments. Click to view a description for each rating. Employee, Manager Comments Employee Comments: You can enter any comments now, then click. Before you Acknowledge the document, you will have another opportunity to add or edit the comments. Manager Comments: View-Only. If managers have additional comments after meeting with you, they will display here. Meeting with your Manager Once you have reviewed the document, you can meet with your manager for review. No action is required in PeopleSoft. After you have met, your manager will mark the document Met with Employee. The next step is for you to Acknowledge the document. Acknowledging the Document Once your manager updates the document status to indicate that you have met to review the document, you will receive an to acknowledge that you have reviewed the document and have reviewed it with your manager as well. 5. From the Document Details page, click View or Acknowledge. Center for Workplace Development Page 4 of 5 Last Updated: 10/31/2013
5 6. Click. 7. Click on the confirmation page. 8. Once your manager has completed the document, you will be able to review it from the Historical Documents page in Self Service. Center for Workplace Development Page 5 of 5 Last Updated: 10/31/2013
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