Updated Performance Management for Exempt Staff Fall 2009.
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Transcript of Updated Performance Management for Exempt Staff Fall 2009.
![Page 1: Updated Performance Management for Exempt Staff Fall 2009.](https://reader036.fdocuments.net/reader036/viewer/2022062801/56649e4f5503460f94b468da/html5/thumbnails/1.jpg)
Updated Performance Management
for Exempt Staff
Fall 2009
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Performance Management – Why?
A good Performance Management process:1.Improves communication;2.Increases staff effectiveness;3.Clarifies jobs and responsibilities;4.Increases staff performance;5.Helps employees work together;6.Establishes common goals & fewer obstacles; and
7.Provides data to document performance.
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Performance ManagementKey Elements for an Effective System
• Plan work, set expectations & establish goals
• Evaluate previous performance• Coach and develop• Communicate performance ratings to the employee
• Continually monitor and document performance
• Recognize performance and acknowledge contributions
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Overview Exempt Performance Evaluation Project
The following is an overview of the process used in the Performance Evaluation Project :
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Objectives & Highlights: Exempt Evaluation Form
• Links performance to the mission of the University
• Creates a fair and measurable process allowing NMSU to link pay to performance
• Assessment areas are applicable to broad constituencies
• Employees have a clear understanding of expectations
• Enhances employee & supervisor interactive process
• Measurable evaluation ratings build a common foundation and consistent process
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Optional Self-Assessment Form
• Recommended Use:– Every three years or – When an employee begins a new position
• Employee Communicates:– Key accomplishments, challenges, training, resources needed; and
– Goals and development areas for the coming year from the employees perspective
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Major Sections of New Performance Evaluation and
Planning FormSection 1: Evaluation of Past Period’s Performance:1A. Job
Responsibilities1B. Expected
Behaviors1C. Achievement of
Goals1D. Overall
Evaluation
Section 2:Development Plan for the Coming Year:2A. Goals for Coming
Year2B. Development Plan
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Section 1A: Assessment of Job Responsibilities
• Job Knowledge• Productivity• Quality of Work• Initiative• Use of Resources• Continuous Improvement
Duties and responsibilities are based on the job description and other duties as assigned.
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Section 1B: Assessment of Expected Behaviors
• Customer Service/Focus• Problem Solving• Interpersonal Relations • Teamwork• Collaboration• Professional Ethics
Behaviors describe how the employee acted in performing responsibilities and achieving
goals
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Section 1C: Assessment of Achievement of Goals
• Individual goals based on, and linked to, the needs and direction of the unit
• Goals are established and agreed upon at the beginning of the performance year
• Goals expressed as measurable actions and results
Evaluating the Goals from the Past Year - the evaluation is based upon the level of
achievement of goals
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Section 1D: Overall Evaluation of Past Period
• Provides an overall evaluation of each of the major categories in Section 1 - Evaluating the Past Year
• Overall evaluation ratings should be supported by appropriate documentation and/or comments
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Section 2: Development Plan for the Coming Year
2A: Goals for the Coming Year• Activities outside of regular job duties based on, and linked to, the needs and direction of the department supporting the University’s mission and goals
2B: Development Plan*• Identifies the area of improvement, skill or behavior needed to perform the current job*Follow-Up Review Date-required if development items
indicated
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October – November 2009
Develop an Executive Level performance evaluation and planning instrument based on LTV goals
November 2009 – January 2010
Train and present to the University community; develop on-line training that will be accessible to all NMSU sites and locations
November 2009 – February 2010
Develop an electronic version of the exempt performance evaluation to be available on-line
January 2010 Introduce and train the group to pilot the revised Executive Level performance evaluation
February 2010 University-wide implementation of the new exempt evaluation tool & initial pilot of executive evaluation tool
May 2010 Survey the participants who utilized the executive evaluation tool and make modifications accordingly
Timeline for Implementation