July HR Leader Managers Performance plan process steps and timeline for agencies that don’t use the cloning functionality Performance Plans for the July 1, 20XX – June 30, 20XX plan year need to be in place and “completed” in ePerformance no later than XXX. Some guidelines to keep in mind as you draft the performance plans for your employees include: Ensure employee performance goals, if used, cascade from (Agency Name)’s strategic goals. The employee’s Job functions and responsibilities should serve as a general framework when writing their goals. All goals need to be written at the “successful performer” level and should include a date by which the goal should be achieved. job responsibilities, if used, to those that are most critical to the job. It’s better to have 4-6 job responsibilities than a dozen. Once you have drafted the performance plans for your direct reports, you will need to review them with your manager to ensure that they are aligned with and support agency/division priorities. When you have agreement on the goals/expectations for the year, be sure to click on “complete”. This will finalize the document that will be used in the coaching and evaluation phases of the performance management process. It will also provide “view access” to the employee and your manager. Note: (include reminders about any agency specific directives regarding sections used, required goals, section weightings, etc.) Two job aids are attached for your use. The first provides step-by-step instructions on how to establish performance plans in ePerformance. The others provide some tips and worksheets for establishing SMART goals. Additional information and job aids to support the Performance Management process are available on the Performance Management website at . If you have any questions or need assistance, please contact (insert your name and contact information.) Creating Performance Plans – Mgr Job Aid Setting and Achieving SMART Goals August HR Leader or Employees and Managers Deadline reminder – year-end evaluations and performance plans Performance management is a critical process for our agency. It ensures that all our employees are working toward our overall agency goal of (insert your overall agency goal) and that they consistently receive feedback on their performance. To ensure all of our employees have received this feedback, please complete the FYXX year end assessments on all your employees no later than XXX. Performance plans for all employees for the XXX fiscal year should be completed no later than XXX.
Two job aids are attached for your use. The two provide step-by-step instructions on how to clone performance plans and how to establish new performance plans in ePerformance. (For agencies that use cloning) If you have any questions or need assistance, please contact (insert your name and contact information.) October- May HR Leader Managers Reminder: Ongoing coaching and feedback Are you monitoring your employees’ performance on an ongoing basis? Doing so helps ensure employees are receiving constant feedback and coaching around their performance and will help avoid surprises at the end of the performance cycle. It will also ensure you have the information needed to accurately assess the employee’s performance at the end of the performance cycle. A job aid with some tips for doing this is attached. Additional information and job aids to support the Performance Management process are available on the Performance Management website at . If you have any questions or need assistance, please contact (insert your name and contact information.) Monitoring Performance October- May HR Leader Managers Reminder: Ongoing coaching and feedback When was the last time you had a coaching session with your employees? Coaching occurs whenever you provide feedback to an employee for the purpose of improving performance. It can be used when an employee is meeting expectations. It can also be used when an employee is performing well but is capable of even more. Coaching is important because it provides people with direction, guides them in how to master new skills, procedures, or tasks and helps them meet performance goals. Coaching is also a good investment of your time. Through effective coaching, you can free up your own time, improve your employee’s performance and enhance the productivity of your department. A job aid outlines some reasons for coaching and specific steps to take is attached. Additional information and job aids to support the Performance Management process are available on the Performance Management website at . If you have any questions or need assistance, please contact (insert your name and contact information.) Coaching Performance October- May HR Leader Managers Reminder: Ongoing coaching and feedback Are you providing your direct reports with ongoing feedback? When employees receive feedback on their performance, they are more likely to understand what is expected of them, to repeat successful performance, and to improve their work when necessary. Conducting Effective Performance Feedback Sessions