Forms – Option 1 TOTAL PERFORMANCE MANAGEMENT
REVIEW PROCESS
Considerations:
- TMG staff who are evaluated and their supervisors who evaluate the performance and determine merit increases require program support for:
Setting objectives and evaluating the achievement of those objectives
Interpreting the results of core competencies evaluation and determining training and development needs
Using the combined evaluation results to differentiate between high, average and low performance levels
Provide a comprehensive summary of the results, including recommendations for training and development, as appropriate
The performance appraisal process requires the following forms to be submitted to Human Resources with the recommendation for Merit Allocation:
- Objectives for 2008/2009 (objectives set, results achieved, form signed)
- Summarize achievements of objectives set in the previous year
- This form should have been started last year to document the performance/training objectives, the action plan, and the measures of success. This year, the employee’s performance, relative to the objectives identified, is to be assessed and documented in the actual results section
- Total Performance Results
- Summarize overall performance results for 2008/2009; identify training and development priorities for the upcoming year.
- Objective-setting for 2009/2010 (objectives set, form signed)
- Review departmental goals, and set objectives for upcoming year
- On the form, identify the performance/training objectives, the action, plan and the measures of success upon which the employee’s performance will be assessed next year in spring of 2010
Tools Available to Support the Performance Appraisal Process:
(Tools and supporting guidelines are available at the Total Rewards webpage. The tools are available both as pdf files and as downloadable Word files.
Personal Development Plan (training, development, career/succession planning)
Purpose:To identify personal priorities for training and development
Process:Personal Development Plan completed; results summarized
Timing:April, annually
Participants:TMG staff member
Development and Evaluation of Management Core Competencies
Purpose:Identify training and development needs utilizing results of feedback and discussion of personal development plan priorities
Process:Feedback solicited evaluating management core competency behaviours
Timing:April-May, annually
Participants:Supervisor, peers, subordinates, TMG staff member
Setting and Evaluating Objectives
Purpose:To differentiate between varying levels of performance; to clarify expectations; to achieve departmental/organization goals and priorities
Process:Evaluate achievement of objectives set the previous May, and meet with TMG staff to discuss results including special contributions to the Department and the University; set objectives for the upcoming year; objectives should align with departmental and/or organization goals and priorities
Timing:July
Participants: Supervisor, TMG staff member
TOTAL PERFORMANCE MANAGEMENT PLANNING PROCESS
TIMELINE
Activity: / Timeline:Performance Management materials distributed / June, 2009
Complete and summarize the Personal Development Plan
This is a personal exercise for TMG staff, and is optional. The results can be used to assist with discussions related to training/development needs/priorities with supervisors / June, 2009
Set up supervisor/TMG manager meeting to review objectives set for 2008/2009, discuss Total Performance Results and set objectives for upcoming 2009/2010year
Summarize achievement of objectives and total performance results for 2008/2009; discuss and agree to objectives for 2009/2010; review results of Core Competencies assessment and Personal Development Plan (optional) to identify training and development priorities. Include training priorities agreed to as an Objective for 2009/2010. / June - July, 2009
Periodic review and realignment of objectives / Sept/Jan. annually
**RETURN TO HUMAN RESOURCES SERVICES WITH MERIT ALLOCATION RECOMMENDATION
Objective Setting and Assessment Tool
2008/2009
Employee:______ID#: ______Supervisor: ______Evaluation Period:______
Performance/Training Objectives
What will you accomplish? / Action Plan
How will you accomplish this objective? What resources or support are needed? / Measures of Success
What does success look like? / Actual Results
What was actually achieved?
Achievement levels:(1) Results below expectations in most areas
(2) Results below expectations in some key areas
(3) Results met expectations in all areas
(4) Results met and in some areas exceeded expectations
(5) Results exceeded expectations in all areas
The above objectives have been discussed and expectations for achievement and timelines have been agreed upon.
______
Employee’s SignatureSupervisor’s Signature2nd Supervisor’s Signature
______
DateDateDate
RETURN TO HUMAN RESOURCES SERVICES
TOTAL PERFORMANCE ‘RESULTS’
2008/2009
Supervisor’s Assessment/Evaluation of Objectives
Summarize overall achievement from the Objective Setting and Assessment results
Comments on the Overall Achievement of Objectives:Assessment of Training and Development Needs
Utilizing the results of the Personal Development Plan and/or Management Core Competencies evaluation, summarize areas of personal and/or skill development that have been agreed will be the
focus of training over the coming 12 months, outlining how this will be accomplished, budget implications, and a timeline for completion. This ‘goal’ should be added to the upcoming year’s objectives.
Overall comments on Achievement of Training and Development goals/priorities:RETURN TO HUMAN RESOURCES SERVICES
TOTAL PERFORMANCE ‘RESULTS’ (cont’d)
2008/2009
Employee’s Comments on Achievements, training and development priorities:Employee:______
Signature:______Date: ______
Supervisor:______
Signature:______Date: ______
2ndSupervisor:______
Signature:______Date: ______
RETURN TO HUMAN RESOURCES SERVICES
Objective Setting and Assessment Tool
2009/2010
Employee:______ID#: ______Supervisor: ______Evaluation Period:______
Performance/Training Objectives
What will you accomplish? / Action Plan
How will you accomplish this objective? What resources or support are needed? / Measures of Success
What does success look like? / Actual Results
What was actually achieved?
Ensure Health and Safety compliance within work unit
Applicable to those who supervise people or a work unit /
- Complete Due Diligence, WHMIS, fire safety training
- Provide health and safety and site-specific training for new hires
- Complete workplace inspections
- Participate in workplace inspections, when required
- Host info health & safety sessions
- Commend health & safety performance
- Document all training
- Review/comply with Risk Mgmt policies
- Identify department first aid provider(s)
- Staff within the work unit have received appropriate training
- Workplace inspections scheduled, carried out
- Information sessions held Documentation completed for training, inspections and incidents; easily accessible
- Department first aid providers have been identified, trained; department members know who to contact
- Positive H&S performance commended
Achievement levels:(1) Results below expectations in most areas
(2) Results below expectations in some key areas
(3) Results met expectations in all areas
(4) Results met and in some areas exceeded expectations
(5) Results exceeded expectations in all areas
The above objectives have been discussed and expectations for achievement and timelines have been agreed upon.
______
Employee’s Signature and DateSupervisor’s Signature and Date2nd Supervisor’s Signature and Date
Objective Setting and Assessment: Periodic Review Dates
As part of the objective setting and assessment process, supervisors and TMG staff members should set up periodic review dates (e.g., September and January), to discuss progress toward achieving set objectives. This discussion should be formally documented, including progress to date, challenges that may be impeding progress, and recommendations for modifications or guidance offered, and signed by both the TMG staff member and their supervisor. Discussion should also include a review of progress toward training and development goals that were discussed in April.
Review Date: September 2009Comments:
Employee Signature:______Supervisor’s Signature:______
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Review Date: January 2010
Comments:
Employee Signature: ______Supervisor’s Signature: ______