A Joint Labor/Management Effort Spring 2015
Lori ChapmanLabor Relations AssociateOffice of Faculty & Staff Labor Relations
Elizabeth SullivanExecutive Director UConn Professional Employees Assoc.
Labor/Management Co-Trainers
Who are you?
Where do you work?
What do you do?
How many direct reports do you have?
Have you performed UCPEA evaluations before?
Introductions: Who, Where, What & How?
Acquire/Renew Understanding of:
1.Evaluation Process, Principles & Procedures
2.Evaluation Form & Manual
3.Merit Distribution Process
Goals for Today’s Training
Improve/Facilitate Formal Communication
• Performance – Positive & Constructive
• Expectations
• Training and Development Opportunities
• Goals
UCPEA Performance Evaluations: Principles
Evaluation Timeline (May 1 – April 30)
March 1: HR will issue notice to employees that they may be required to provide an Annual Report of Activity
& Achievement (Daily Digest)
April 15: Deadline for employees to submit Annual Report of Activity & Achievement
May 1: Deadline for evaluation interview
May 15: Deadline for evaluations to be received by HR
UCPEA Performance Evaluations: Timeline
Merit & Performance Evaluation Manual
•Available online @ HR’s Labor Relations webpage
http://www.lr.uconn.edu
•Document created by Labor and Management
•Aimed at guiding supervisors and employees through the evaluation process
Annual Report of Activity and Achievement
Annual Report of Activity and Achievement
•Description of what the employee has achieved during the year •Not a large complex document •As supervisor, you should discuss with your employees what format works best for you
Annual Report of Activity and Achievement
Annual Report of Activity and Achievement
•Must give employees at least two weeks to complete; deadline is April 15
•Request can be made verbally, via email, or in writing
•Reports can also be used to describe those achievements that they feel should make them eligible for university merit
•Employees can submit this report for consideration without being asked
Guidelines
• No Self Evaluations
• No mention of FMLA
• No mention of Worker’s Comp.
• No mention of other names (co-workers, etc)
• Only one box per category should be checked off
Performance Evaluation Form
PART I.
Cover Sheet
ID
Evaluation Type
Overall Rating
Certification
Preparing the Performance Evaluation
PART II.
Performance Criteria
9 Rating Categories1. Knowledge2. Dependability3. Communication4. Interpersonal5. Independent Action6. Professional Development7. Leadership8. Supervisory Skills9. Teamwork
Performance Evaluation Ratings
Outstanding
Very Good
Good
In Needs of Improvement
Unsatisfactory
Preparing the Performance Evaluation
OUTSTANDING
•Far exceeds requirements and standards of regular duties
•High initiative
•High quality of work
Preparing the Performance Evaluation
VERY GOOD
•Exceeds requirements and standards of regular job duties
•Employee regularly exceeds all position requirements
Preparing the Performance Evaluation
GOOD
•Meets the regular requirements of the position adequately and competently
* If performance is considered marginal, it should not be given a rating of good.
Preparing the Performance Evaluation
IN NEED OF IMPROVEMENT:
•Performance is marginal
•Deficiencies should be clearly identified
•Plans and a timeline should be outlined for correcting areas of sub standard performance
•Employees in this category should be cautioned about the consequences of continued sub standard performance
Preparing the Performance Evaluation
UNSATISFACTORY:
•Performance does not meet the requirements of the position
•Deficiencies should be clearly identified
•Plans and a timeline should be outlined for correcting areas of sub standard performance
•Supervisor should schedule a follow-up meeting within three months to review the employee’s progress
Preparing the Performance Evaluation
IN NEED OF IMPROVEMENT & UNSATISFACTORY
• Staff receiving an overall unsatisfactory rating do not receive salary increases and can be disciplined
• Staff receiving an INI and/or UNSAT should be counseled regarding their performance throughout the entire evaluation period
• Supervisors must contact Human Resources before meeting with employees whose evaluations result in an overall unsatisfactory rating
• Staff receiving an overall unsatisfactory rating may grieve their evaluation
Preparing the Performance Evaluation
Preparing the Performance Evaluation
Part III.
Performance Narrative
Areas of strength
Areas for development
Areas for improvements
Preparing the Performance Evaluation
Part IV.
Clear Statement of Goals
Mutually Established
Achievable
Deadlines/Timelines
UCPEA Performance Evaluations: Process
Evaluation Interview:
•Normally occurs between April 15 and May 1
•Employee shall normally sign within seven calendar days from receipt for the purpose of indicating he/she has read the evaluation
•Supervisor may make adjustments to the evaluation following input from the employee at the evaluation interview
•Employees may write a rebuttal or response to the evaluation
UCPEA Performance Evaluations: Process
Evaluation Interview
•Structure the interview
•Allow plenty of time for the interview
•Explain the reason behind your ratings
•Involve the employee in the goal setting process
•Actively listen to the employee’s feedback
•Pursue new information or suggestions the employee offers
UCPEA Performance Evaluations: Process
Probationary Employees & Evaluations
•Probationary employees receive an evaluation 6 months into their probationary period and again at the end of their probationary period
•Probationary employee evaluations should be sent to Human Resources
•An evaluation should be completed for all employees by May 1 of each year, including employees who may have just completed their working test period
UCPEA Performance Evaluations: Process
Evaluation Routing Procedure
•Completed evaluations are to be received by Human Resources no later than May 15
•Please include the cover sheet
UCPEA Performance Evaluations: Process
Questions
UCPEA Merit: Performance vs. University
Merit
There are TWO types of Merit:
1.Performance Merit - tied to performance evaluation. In 2015, all employees who receive overall good, very good or outstanding ratings on their annual performance evaluation will receive performance merit.
2. University Merit - tied to the achievement of objectives that meet at least one of the three merit criteria. There are no minimum or maximum amounts for university merit. The decision of the size of each university merit award is in the hands of the appropriate Vice President or Provost.
UCPEA Merit: Probationary Employees
Probationary Employees & Merit
•Employees who serve LESS THAN 6 MONTHS in probationary status during the evaluation period are eligible for a pro rata amount of merit
•Employees who receive a pro rata amount of performance merit may be recommended for university merit
•Employees must have completed their working test period on or before October 31 to be eligible for a pro rated amount of performance merit
UCPEA Merit: Probationary Employees
Probationary Employees & Performance Merit
•Employees who serve less than 3 months in probationary status during the evaluation cycle, are eligible for ¾ (9 months) of the performance merit for their overall rating
•Employees who serve more than 3 months but less than 6 months in probationary status during the evaluation cycle, are eligible for ½ (6 months) of the performance merit for their overall rating
UCPEA Merit: University Merit
University Merit
The process for university merit pay is separate from the performance evaluation process and is only awarded if - in the judgment of the Vice President or Vice Provost* the employee has met the outlined university merit criteria.
Employee should be notified on their performance evaluation whether or not they are being recommended for university merit.
*supervisors may make recommendations, but do not make the final decision
UCPEA Merit: University Merit Criteria
University Merit Criteria
1.Significantly advanced the achievement of either the University, division, or department objectives;
2. Significantly improved operational efficiencies; or
3. Contributed in a unique and meaningful way to the advancement of the profession (Article 32.2e)
UCPEA Merit: University Merit
University Merit Deadline and Routing Procedure
Final recommendations for consideration must be submitted by JUNE 1 to the division’s Vice President or Vice Provost.
UCPEA Evaluations & Merit: End Dates
UCPEA Evaluations & Merit for End Date Employees
• Evaluations procedures are the same for End Date employees as they are for permanent employees
• End Date employees are only eligible for merit if they have been a member of the bargaining unit for the entire evaluation cycle (May 1 – April 30)
UCPEA Salary Increases: Overview
Increase Eligibility Added To Effective
3.25% of annual base salary*
Member of BU as of 1/1/15; did not receive overall UNSATISFACTORY
Base Salary 7/1/15
.25% of salary account divided by
# of UCPEA members as of
1/1/15
Member of BU as of 1/1/15
Base Salary 7/1/15
1.5% of gross salary account as of
1/1/2015. .25% is used
towards University Merit and 1.25% is
used towards Performance Merit
Member of BU as of 1/1/15; performed satisfactorily
Based on Merit Increments:•Overall GOOD = 1 merit increment•Overall VERY GOOD = 2 merit increments•Overall OUTSTANDING = 3 merit increments
Base Salary 7/1/15
UCPEA Performance Evaluations: Process
Questions