1. Goal Setting Process:

Section 1 (Goal Setting): -Establish goals for the new year. Sections 2-5 (Criteria): -Define Competencies for each Criteria.

2. Manager Evaluation Process:

Section 1 (Goal Setting): -Evaluate employees prior year goals Sections 2-5 (Criteria): -Evaluate/rate prior year Competencies. Sections 6-8 (on next page)

ePerformance Overview This is an overview of the layout of the ePerformance document sections in PeopleSoft and

the two main processes required for the Manager (Evaluator) to complete in the system.

PeopleSoft Tip:

Managers can add, update or delete any Goals in Section 1. The six Competencies under Criteria Sections 2-5 are pre-defined. New Competencies can be added and existing competencies can be modified and or deleted by the Manager.

1

2

Competencies: to be

reviewed & evaluated

Goals: to be

defined & evaluated

ePerformance Overview

PeopleSoft Tip:

The Goal Setting Process is done at the beginning of the new calendar year for the upcoming evaluation period. After the evaluation period has ended, Manager can complete Evaluation Process at beginning of the next year.

2. Manager Evaluation Process: (continued)

Section 6 (Strengths & Challenges): -Identify Strengths & Challenges for each employee Section 7 (Overall Summary): -Provide an overall evaluation summary and rating Section 8 (Employee Comments): -Restricted for employee use only

Strengths & Challenges

need to be identified