Upload
gavin-booker
View
217
Download
1
Embed Size (px)
Citation preview
Performance Development System
Web Enhancement Training
pds.temple.edu
FY 2005-06 PDP Due Dates
Non-union Employees Friday, May 26, 2006
Salary Increases Spread Sheets Due to HR Friday, June 23, 2006
Bargaining Unit Employees Friday, June 30, 2006
PDS Review: An Interactive Quiz
The PDS exist to:A. Clarify job expectations/performance
standards B. Increase performance and job satisfaction
through feedbackC. Develop competencies-enhance skillsD. Create a University-wide culture changeE. Support strategic alignmentF. All of the aboveG. None of the above
PDS Review: An Interactive Quiz
The PDS consist of three phases:A. Start, Continue, FinishB. Planning, Managing and AppraisingC. Ready, Set, GoD. Procrastinate, Procrastinate, ProcrastinateE. All of the aboveF. None of the above
Performance Development System
Beginning Of FY
Throughout FY
End of FY
PDS Review: An Interactive Quiz
Which one of the following web-based PDP components is new:
A. PDP Details/Final Rating/Signatures/Final Comments section & Performance Rating Categories
B. Part 1- Essential Functions sectionC. Part 11-Goals/Project sectionD. Part 111- Competencies sectionsE. Future Goals and ProjectsF. All of the above
Extra Credit- What’s missing from this list? Self Assessments!
Self Assessments Discontinued
Please instruct employees to keep a paper or electronic
copy of their Self Assessments if you and
they need to refer to them when completing
PDP ratings.
PDS Web Enhancements
Either supervisor or employee can start a PDP
Supervisor and employee can both view and add progress notes/comments to the PDP throughout the year (Supervisor’s comments can not be viewed by employee until rated to allow supervisors to revise/rethink comments before they are seen by employee)
Ability for Supervisors and HR to search for and review PDPs at all stages of development/review
PDS Web Enhancements
Improved print function Easier way to rate all core and selected role
competencies. “Rate all competencies” feature without page refreshing each time
Ability to “lock” the PDP- Used by supervisor to prevent employee from
adding/changing essential functions, goals and competencies in “Work in Progress’’ stage.
Employee comments still can be entered onto the PDP and can be viewed by both employee and supervisor in the “locked” stage.
PDS Web Enhancements
Email notifications/reminders Notice to Reviewer/Supervisor that PDP
has not been created and to create one immediately
Notice to Reviewer’s Supervisor that a PDP has been sent for review/comments, and that PDP must then be sent back to the reviewer.
PDS Web Enhancements
Email notifications/reminders, cont. Notice from Reviewer’s Supervisor to Reviewer
announcing that PDP has been reviewed and is awaiting action (make changes or send to employee as is). This notification will remind Reviewer’s to meet with employee to review the PDP before it is sent to the employee.
Notice to Employee that PDP has been completed and is awaiting review. This notification will inform employees that they may add comments and then click either the “Reviewed and Signed by Employee” button or the “Employee Reviewed and Refused to Sign” button
PDS Web Enhancements
Email notifications/reminders, cont. Notice to Reviewer from Employee stating “If
you choose not to make any changes, the PDP process is completed and the Human Resources Department now has it in its data base as a finalized PDP. You should now begin the next year’s PDP. If you choose to make any changes, you must first click on the ‘Update Rated PDP’ button. This ensures that the PDP will be returned to the employee for review after you have made modifications.”
PDS Web Enhancements
Progress notes/end of the year summary comments required for all essential functions and goals before they can be rated
2006/07 goals are required on current year PDP
One More Time:PDP Appraising Phase
Process
1. Reviewer and employee meet and review unrated PDP
2. Reviewer rates employee on essential functions, goals/projects and competencies
Core CompetenciesEssential for All Temple Employees
AccountabilityClear Communication
Client/Customer Service Orientation*Continuous Improvement
DependabilityEfficiency
*EthicsInitiative
Interpersonal SkillsProblem Solving/Decision Making
*Quality Assurance/Attention to DetailRespect and Valuing DiversityTeamwork and Collaboration
* Moved from Role-Related to Core FY 2005-06
Role-Related Competencies
Analytical Thinking Change Leadership
Creativity & InnovationDeveloping Others/Supervision
Developing Self Leadership
Organization/PlanningResilience & AdaptabilityResource Management
Technical/Professional Skills
There are 23 Competencies-Do I rate them all?
Only if you really want to!Must Rate:1. Featured University-Wide Developmental
Competency (This FY year it’s Client/Customer Service Orientation)
2. Any other Core or Role-related competencies selected in Competency Development Section
3. All other Core Competencies4. Any other Role-related competencies you
choose
PERFORMANCE RATING CATEGORIES
4=Performance consistently far exceeds expectations
3=Performance meets job expectations GOOD SOLID PERFORMANCE2=Performance meets minimal expectations
and standards1=Performance consistently fails to meet
minimal expectationsFinal Rating will be computed
to the 2nd decimal place e.g. 3.27
Change in PDP Weightings of Final Scores
40% for Responsibilities/Essential Functions
40% for Goals/Projects 10% for Developmental Competencies 10% for all Core and Selected Role
Competencies
One More Time:PDP Appraising Phase
Process
3. Reviewer sends PDP to “Department Head” (reviewer’s supervisor) for review (optional-at the discretion of the “Department Head”)
4. Reviewer’s supervisor sends the PDP back to the Reviewer (with or without comments that can only be viewed by the reviewer)
Employee
ReviewerRevie
wer
’s S
upervi
sor
PDP Appraising Phase Process
5. Reviewer meets with employee and then electronically sends PDP to employee for review. When employee clicks on “Reviewed by Employee” button, the process is completed and HR will now have access to the PDP.
6. Reviewer & employee begin Planning Phase for next FY-
FY 2006-07 PDP initiated. (after July 2006)
Next Steps for Supervisors
Check your hierarchy @ TOCH.temple.eduUpdates must be sent to the hierarchy e-mail address : [email protected]
Make sure your staff members have active
Accessnet accounts. To activate an account-https://accounts.temple.edu/step1_activation.html
Next Steps for Supervisors
Apprise your direct reports of their role in the web-based PDS (e.g. possible initiation of FY 2006-07 PDP, review of PDP, ability to document employee comments, and their active participation in performance meetings)
For General PDP Assistance
Contact:Karen [email protected]@temple.eduMarie [email protected]@
temple.edu Eric [email protected]@temple.edu
For Technical AssistanceTo report PDS technical/systems problems or issues, please email [email protected]
PDS Demonstration
Redesigned Home Page Reviewer Initiates PDP Employee Initiates PDP Security re. Reviewer & Reviewer’s
Supervisor’s Comments and Ratings Required FY 2006-07 “Future Goals
and Projects” section Competencies “Rate-All” Feature Enhanced Print Function
Questions?
Thank you.
PDS