Effective Performance Review Process for Non-Supervisors

Performance Review Process for Non-Supervisors

Where do I find PerformanceReview Information? You ll find Performance Management webpage by using this link 2

Why do we complete performance reviews? Provides Constructive Feedback and Development Opportunities. Aligns Employee and Xavier s Goals. Improves Communication Between Employees and Leadership. 3

Performance ReviewForms There are two options for the performance review form: Annual Performance ReviewForm Abbreviated Annual ReviewForm (Supervisor chooses which form will beused) Both forms cover the same categories InstitutionalValues CoreCompetencies Organization and IndividualGoals JobResponsibilities Overall Performance Rating Both forms are available on the Performance Management page on the Human Resources web site. 4

AbbreviatedForm Employee and supervisor provide ratings for each category But there is only one section (section 5) to describe and explain performance: InstitutionalValues CoreCompetencies JobResponsibilities Goals Overallcomments 5

Performance ReviewProcess Supervisor schedules the review meeting Employee and supervisor exchange completed review forms 24 hours before scheduledreviewmeeting Annual review meeting takes place. Supervisor combines employee and supervisor comments and ratings onto a singleform: Provides combined review to employee Employee adds comments asneeded Employee and supervisor sign finalform Supervisor provides copy of final version to employee, sends original to departmenthead. 6

Performance ReviewProcess Final steps Department head sends all reviews for department to the Dean or divisionleader/EC member EC member sends all reviews to HumanResources. 7

Performance ReviewTimeframe All reviews should be completed before May 15th Division leaders may have a division specific timeframe for completing reviews Make sure to follow up with your supervisor for additional information. 8

Xaviers 5-PointScale 1 =Unsatisfactory An overall rating of 1 means significant improvement is needed and the employee will be placed on a PIP (performance improvement plan) 2 = NeedsImprovement A PIP (performance improvement plan) may be needed for an overall rating of2 3 = MeetsExpectations Where the majority of employees fall, both in overall rating and in mostcategories 4 = ExceedsExpectations Reserved for those who consistently exceed expectations 5 =Exceptional Reserved for performance that is excellent or extraordinary It does not mean just very good performance 9

Xaviers 5-PointScale Applies to: Institutional Values Core Competencies Organization and Individual Goals Job Responsibilities Overall PerformanceRating 10

After Before Meeting During Meeting Meeting 11

Planning &Preparation Completing your self-assessment: Block out time to writeself-assessment. Know and be familiar with yourposition. Refer to notes, status reports, etc. Be thorough, honest and specific. Showcase your performance and successes. 12

Before After During Meeting Meeting Meeting 13

Performance ReviewMeeting Participate and be engaging. Make this a 2-way conversation. Ask questions. Listen. 14

Performance ReviewMeeting Set an appointment to discuss and document goals for next year Andremember: Goals are fluid 15

After During Before Meeting Meeting Meeting 16

After theMeeting Supervisor combines employee and supervisor comments onto the form. Employee and supervisor sign the final review form. Supervisor provides copy to employee, sends original to department head. 17

Questions about the performance review process should be directed to the Office of Human Resources at hr@Xavier.edu. 18