2023-24 Staff Performance Review and Merit

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The 2023-24 staff performance review and merit process for managers involve evaluating employees from March 1 to April 26, 2024. Changes to rating names aim for clarity, with timelines outlined for manager completion of evaluations, discussions, merit submissions, and effective conversations. Managers play a crucial role in guiding their teams through the process, from initiating self-evaluations to conducting performance reviews. HR support is available for reviews with low ratings or unique circumstances.


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2023-24 Staff Performance Review and Merit

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  1. 2023-24 Staff Performance Review and Merit Information for Managers February 2024

  2. Key Points The general timeline and review content remains similar to prior years. The dates have changed slightly to account for weekends and the rating names have changed. The staff performance review process runs from March 1 April 26, 2024 for the work done between March1, 2023 and February 29, 2024. All full-time and part-time staff hired before December 1, 2023 participate in the process. This does include grant- funded and post-doc positions. Those hired after December 1, 2023 or full-time and part-time temporary staff may participate upon request. For the purposes of performance reviews, temporary staff are defined as those whose role and the work needed is intended to be less than one year, regardless of funding source.

  3. Key Points As with last year s reviews, no second level manager review of the performance review document is required. Department heads will be able to see ratings and completion status for their teams within Ignite . When merit review occurs, all levels of managers will participate in the merit recommendation and approval process. Because of the merit process, staff salaries can not change from May 1 through August 1.

  4. Changes to Rating Names The rating names were changed based on feedback for greater clarity. The underlying ratings have not changed, just the names. The intent is to provide better understanding and consistency for all. Previous Name Area of Concern Area of Needed Development Area of Competence Area of Mastery Does Not Meet Expectations Inconsistently Meets Expectations Consistently Meets Expectations Consistently Exceeds Expectations New Name

  5. Staff Review/Merit Timeline Manager completes evaluation Employee and manager discuss reviews and sign off in Ignite Managers complete merit and submit for approval Employee completes self- appraisal Performance ratings inform merit process Merit Merit becomes effective conversations Rating assigned March 1 - 20 Aug 1 July May - June March 21 - April 12 April 12-26 NOTE: For the reviews, you don t need to wait for the date to start the next step. You can begin as soon as the previous step is complete.

  6. The Managers Role in the Process Begin timeline communications with your team now. Ask your team to begin to gather information to prepare their self-evaluations beginning March 1 and have them completed no later than March 20. Prepare for effective performance conversations: Block time on your calendar to write and conduct performance reviews Contact your HRC for assistance with any reviews with low ratings or unique circumstances Reach out to your HR partners for assistance at any point: Questions pertaining to specific employees or Division planning: HR Consultant Performance Review Process: Broc Edwards Merit Process: Lindsay Heller

  7. Thank you

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