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Systems - Appl icat ions

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Performance reViewsWriting An Annual Performance Review

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Writing an Annual Performance Reviewwhen writing a performance review, challenge yourself to provide an honest review for each employee. it is an expectation that performance reviews are fair and consistent throughout the organization. To conduct a fair and consistent review, rely on your documentation and make sure to accurately reflect on the employees performance for the entire 12 month cycle – not just the events you recall. in many cases, reports, sales figures, project work, and daily routine execution serve as reference points. Providing examples and/or documentation shows employees that their performance is important to you and will encourage them to continue to strive to reach their goals.

1. Login to your account on the Lms. refer to the Accessing Performance Tasks video job under aid in the Performance Review section for step-by-step instructions.

2. on the Lms home page, click the Performance tab.

3. when the Performance reviews Task page appears, click Manager Review of (Direct Report’s Name).

ņ Employees are reviewed by their current manager. If someone has recently transferred, a previous manager can be added as a co-planner.

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4. on the manager review page, click Get Started.

ņ The Overview area lists instructions on how to complete your Manager Review.

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Rating Competencies The next section encompasses rating the associate on each competency. Use the following guideline for making the best and most accurate competency rating selection.

SCORE RATING DESCRIPTION5 Towering strength consistently exceeds expectations - role model

4 Talented exceeds expectations

3 skilled solid performance

2 weakness needs improvement

1 serious issue Did not meet minimum expectation

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Performance Reviews

PRGoals

Drive high performance and accountability.

Identify skill gaps and fill them.

To achieve our goal, we must have consistent rating practices company-wide.

A middle rating of “3: Skilled” is like saying, “You’re shooting par.”

Effectively Rating Skills & BehaviorsA major responsibility faced by every leader in a management or supervisory position is the evaluation of employee performance. The goal of our annual performance review process is two-fold:

“Gap” by Louis Prado from The Noun Project

Defining the Rating ScaleIs a middle rating “mediocre”?

We often equate a middle rating with a C in the school system’s A-B-C-D-F grading method. This is because usually, our only reference for a middle rating is a C in school. Thus we feel a “3” means the performance is mediocre, or run of the mill, but this isn’t accurate.. A much better analogy is ‘par’ in golf.

1: Serious Issue 2: Weakness 3: Skilled 4: Talented 5:Expert(Towering Strength

Ask a golfer if shooting par is like being a C student in school and you’re almost guaranteed to get a laugh. Par is something to strive for; something to be proud of. Par is the level of play demonstrated by a skilled golfer on a course or hole. That is what the middle rating in a PR represents. There are people who can shoot better than par, and team members in our organization who can consistently perform at a superior level. But in both cases, they’re the experts, and would be rated at a 4 or 5.

Skilled

Par

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1. Begin rating the competencies by clicking on the appropriate radio button. repeat for all remaining competencies.

� Scroll down the page to view the remaining competencies.

2.

ņ If the full definition of the competency is not visible, click More to view it in its entirety.

ņ Self review comments (if any) are visible directly under the rating scale.

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3. once all competencies have been rated, select the Save and Continue button.

4. after completing the last competency group, the Pre-Delivery Comment section page appears. Type any overall comments you would like to add to the review. click Save and Continue.

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5. You can review the associates overall rating on the Summary page. select Next to continue.

6. To print the review to take to your face to face review, click the Options drop down, then click Print Review.

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7. The Manager Face To Face E-Approval page appears. click Save and Exit. You are now ready to deliver the face to face review.

� DO NOT click Submit until you have had your face to face review with the employee! Once you have submitted the review it CANNOT be edited. If you have submitted the review before completing the face to face, contact your Sr. HR Manager.

8. after the face to face review, follow steps 1 & 2 on page 2 to reopen the employee’s review.

9. click Manager Face to Face E-Approval in the box on the left of the screen.

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10. an optional Post Delivery comment box is provided to document comments after the face-to-face delivery and may reflect considerations raised during the meeting. Post delivery comments will never be visible to the reviewee.

11. in the Manager box, type your first and last name and click Sign.

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12. click Submit to submit your review.

13. when the submit review pop-up appears, click Submit.

� Once you have submitted the review it CANNOT be edited.

14. when the confirmation page appears do one of the following:

o. click the Performance tab to return to the Performance review Tasks page.

p. click Go to action items to view all action items on your task list.

q. click the X to close the internet browser.