Performance Management Program An Employee Communication Presentation

Size: px

Start display at page:

Download "Performance Management Program An Employee Communication Presentation"

Alannah Stewart
8 years ago
Views:

1 Performance Management Program An Employee Communication Presentation

2 Introduction Merit Pay and Performance Evaluation Overview Administrative and administrative support employees are eligible to participate in the University s merit pay and performance evaluation program. This program has two major components, the performance evaluation and, in years when funding is available, a merit based pay increase. Ferris core values guide clear performance standards and expectations. Opportunities for growth and development are identified. Communication and coaching is fostered throughout the year. 2

3 Agenda During this session, we will review: Our performance evaluation process Our performance evaluation forms > Administrative Evaluation (includes employee supervisory and/or fiscal/budget responsibility) > Administrative Support (does not include employee supervisory and/or fiscal/budget responsibility) Employee self-evaluations How performance evaluations may affect your pay Due date for evaluations 3

4 Performance Management Ferris State University believes our employees are the key to our success. We strive to recruit, re-engage and retain the best employees. We believe that performance management is an ongoing process. Together, supervisors and employees annually review the previous year s performance and goals to plan for the upcoming year. 4

5 Performance Evaluations The evaluation process offers the opportunity to address performance in a proactive manner. Clarify performance expectations and outcomes. Foster communication between supervisors and employees. Ferris Core Values guide the evaluation process. 5

6 Performance Evaluation Forms Ratings should not be created to establish an outcome. A rating of (5) indicates performance that consistently exceeds established goals. A rating of (2) or below in any one category requires a performance improvement plan (PIP) outlining appropriate training, coaching, and follow up guidance. An employee is ineligible for a merit increase for a rating of needs improvement (2) however, they are eligible for an acrossthe-board increase. An unsatisfactory (1) rating in any category disqualifies the employee for across-the-board and merit increases. 6

7 Performance Evaluation Forms (cont d) Supervisors are responsible for providing comments for each rating category; lengthy narratives are discouraged. Summary and Other sections are available for additional comments. The supervisor should meet with the employee to discuss the performance evaluation. The Supervisor may initial and date the form if the employee refuses to sign it. The employee may provide comments to be submitted with the evaluation. 7

8 Employee Self-Evaluations Employees are guided by self-reflection and planning goals. Employees should be encouraged to submit a selfevaluation of their performance and goals to their supervisor in late March or April. It is helpful for the supervisor to reflect upon the employee s self-evaluation prior to completing the performance evaluation. 8

9 How Performance Evaluations Affect Pay Increases for merit pay occur in years when funding is available. An employee is eligible for a merit increase if they worked before January of the year the evaluation is due. Merit pay is separate from across-the-board increases. Evaluations must be submitted to Human Resources by the second Friday of May each year. 9

10 Merit Pay Eligibility 10

11 Tips Select the correct form (Administrative or Administrative Support). The document should be saved before editing. Populate each rating box. The average will be calculated automatically. Use the sticky notes feature or the Other section for additional comments. A rating of needs improvement (2) or below requires a PIP. Please contact HR for guidance. Forms: uman/forms/staffeval/evalforms.htm 11

12 Summary Ferris values the input of employee participation when setting performance goals and standards. The annual performance evaluation provides an opportunity to review, document and recognize the previous year s accomplishments, and plan strategically for the upcoming year. Evaluations should be representative of the overall fiscal year s performance. Merit increases are linked to employee performance, in years when funding is available. Across-the-board increases are separate from merit increases. 12

13 Thank You! Thank you for your attention and interest! For additional information regarding performance management, contact Human Resources or Tamie Grunow, Associate Vice President for Human Resources x

Supervisor s Guide to Performance Management: Performance Evaluation 1

Updated: March 2014 Supervisor s Guide to Performance Management: Performance Evaluation What is Performance Management? Performance management focuses on the supervisor s basic responsibility of encouraging