# Presentation: 873351

## Computing SciencesIT Division Lawrence Berkeley National LaboratoryJuly 1, 2006 - June 30, 2007Training materials prepared byChris Diesch Human Resources Center Manager Computing Sciences and IT Division (CDiesch@lbl.gov; x2211)

**Performance Review and Development**

## Topics to be Covered  

- Overview of the process
- Tools you will need
- Schedule highlights
- Content of the complete performance review package
- Differences between represented and nonrepresented employee reviews
- Instructions on completing the forms
- EH&S, property and diversity expectations for all employees

## Tools You Will Need

*See **http://www.lbl.gov/CS/HR/PRD** for electronic versions of:*
- Forms
- Employee Worksheet (replaces the ASPR for scientists)
- PRD Form
- Performance Summary
- Performance and Development Planning Worksheet
- Publications Summary (scientists only)
- Position Description
- Reference Materials
- RPM, Section 2.03 (nonrepresented employees) _or_
- 	Union Contract (employees represented by UPTE or CUE)
- Training presentation
- Schedule

## The Overall PRD Process

## The Overall PRD Process

**Performance management is not an annual appraisal...**
- The performance management process is designed to be an interactive exchange between employee and supervisor that occurs throughout the performance year.
- Throughout the year, the employee and supervisor talk about progress and revise goals/expectations to meet programmatic and/or business needs.
- Once per year, the employee and supervisor formally summarize in writing progress on:
- Goals/expectations during the performance period
- Career development and/or training activities completed
- In addition, the employee and supervisor plan for the next performance period:
- Goals/expectations
- Career development and/or training goals

## The Annual PRD Discussion

**Past Review Period**
- Evaluate progress on goals and/or expectations during the review period along with other accomplishments
- Discuss good EH&S practices and remind employees of their responsibilities
- Discuss diversity and remind employees of their responsibility to promote and support an environment where all employees are valued, respected, and included
- Discuss property accountability responsibilities.
- Evaluate progress on training and/or development goals during the review period
**Upcoming Review Period**
- Identify goals and/or expectations for the upcoming review period
- Identify career development and/or training needs

## PRD Form Instructions – Performance Summary

- Summary Comments Section
- Complete one of the five overall statements of performance that are provided (and delete those not needed).
- Write a paragraph(s) summarizing the employee's performance within the context of the position description and based upon the goals/expectations established at the beginning of the performance review period. If the employee's performance has improved or worsened compared to the last review period, this paragraph should also describe the change.
- If not already covered in the above paragraph(s), summarize any additional noteworthy contributions or skills.** **
- Institutional Requirements
- Mark either “yes” or “no” in the section about institutional expectations. If the employee made contributions that are beyond those expected of all employees (e.g., being an active member of a safety committee, participating on a building emergency team, leading a division self-assessment process, participating on a diversity committee), make a note of these contributions here.** **
- 	*Note: *If the employee’s performance does not consistently meet the expectations and requirements of the position, a performance improvement plan should accompany the review. *(See Chris for assistance.)*

## PRD Form Instructions – Goals and Development

- Expectations and Work Deliverables
- Identify and describe the top 2-3 goals and/or expectations the employee will accomplish in the next 12 months.
- Development Plan
- Identify the career development and/or training goals the employee will work on during the upcoming review period.

## In addition to the Laboratory EH&S expectations, employees in Computing Sciences are required to:

Complete a Job Hazards Questionnaire (JHQ) on line (https://ehswprod.lbl.gov/EHSTraining/Jhq/ehslogin.asp), and take required training. The on-line JHQ automatically generates a training profile. 

Participate in ergonomic training (a) at the time of employment (renewable every three years) and (b) as job requirements change. It is expected that each employee will be proactive in scheduling this training.

Complete a workstation evaluation if working on a computer four or more hours per day (a) at the time of employment and (b) following an office move. Each employee is expected to be proactive in ensuring that the recommended workstation modifications (if any) are made. 

Note any additional EH&S-related activities such as participating on the Division Safety Committee, completing of CPR or First Aid classes, or participating on the Emergency Response Team. 

- Complete a Job Hazards Questionnaire (JHQ) on line (https://ehswprod.lbl.gov/EHSTraining/Jhq/ehslogin.asp), and take required training. The on-line JHQ automatically generates a training profile.
- Participate in ergonomic training (a) at the time of employment (renewable every three years) and (b) as job requirements change. It is expected that each employee will be proactive in scheduling this training.
- Complete a workstation evaluation if working on a computer four or more hours per day (a) at the time of employment and (b) following an office move. Each employee is expected to be proactive in ensuring that the recommended workstation modifications (if any) are made.
- Note any additional EH&S-related activities such as participating on the Division Safety Committee, completing of CPR or First Aid classes, or participating on the Emergency Response Team.

**EH&S**

## Review the institutional requirements for diversity and property, and note any areas in which the employee contributes in a manner that exceeds expectations or performs in a manner that needs improvement.

	Note: The Computing Sciences diversity plan can be found on line at http://www.lbl.gov/Workplace/WFDAP.

*	**Note: *The Computing Sciences diversity plan can be found on line at http://www.lbl.gov/Workplace/WFDAP.

**Diversity and Property**

## Complete PRD Package

- A complete PRD package includes (in order):
- Performance Review Form
- Performance Summary
- Rating (represented employees only)
- Performance and Development Planning Worksheet
- Publications Summary (scientists only)
- Position Description (updated)
- Employee Worksheet (if provided by the employee)
- Employee Comments (if provided by the employee)
*	**Note:  All PRDs for employees *_*not*_* meeting expectations must be reviewed by the Division Director and Chris Diesch prior to presenting them to the employee.*
- 	*Note: *The PRD needs to be signed by the employee, the supervisor, and the one-up reviewer (Division Director or Department Head). Your administrative assistant or administrator will facilitate obtaining the one-up reviewer’s signature. Do not submit directly to your one-up reviewer or Division Director.

## PRD Schedule Highlights

- June	Revise position descriptions
- Solicit employee feedback (Employee Worksheet)
- 			Organize notes for writing reviews
- July/Aug	Write/revise reviews
- Revise reviews as required by one-up reviewer and/or Division Office
- Finalize all reviews
- Prepare requests for reclassification (performance review, position description, justification)
- Ratings normalization meetings
- Salary meetings
- September	Meet with employees after management gives 			   approval to do so
- 			Laboratory Director’s review of scientists

## I’m here to help!

- Please let me know what type of assistance you need ... reviewing your PRDs before you submit to your one-up reviewer (Division Director or Department Head), writing assistance, or whatever else would help the process go smoothly. I’m available by phone at x2211 or by email to _[CDiesch@lbl.gov](mailto:CDiesch@lbl.gov?subject=PRD%20Question/Issue)_
- Note that a completed, signed original of the PRD* and position description must be received by your administrative assistant or administrator by the date noted on the PRD schedule or the employee _will not_ receive an increase. Let me know how I can help you meet this goal.
**	**

## The Overall PRD Process