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FastFactsFeature Presentation

April 30, 2015

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Phone number: 888-651-5908 Participant code: 182500

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© 2012 The Johns Hopkins University. All rights reserved.

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Today’s TopicWe’ll be taking a look at…

Completing the Annual Review

in myPerformance

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Today’s Presenter

Tina ColeInterim Director, Learning

Solutions

Anne MooreSr. Talent Management

Consultant, TMOD

Place picture of Presenter Name

here

Place picture of Presenter Name

here

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Session Segments

PresentationTina Cole and Anne Moore will provide an overview and address questions about completing the annual review using myPerformance.During the overview, your phone will be muted.

Q&AAfter the brief overview, we’ll hold a Q&A session. We’ll open up the phone lines, and you’ll be able to ask questions. Tina and Anne will answer as many of your questions as time allows.

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Contact Us

If you would like to submit a question during the presentation or if you’re having technical difficulties, you can email us at: fastfacts@jhu.edu

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Survey

SurveyAt the end of this FastFacts session, we’ll ask you to complete a short survey. Your honest comments will help us to enhance and improve future FastFacts sessions.

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How To View Full Screen

Click Here

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Completing the Annual Review in myPerformance

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Agenda

Review the Annual Review Process:Employee’s RoleManager’s RoleReview the myPerformance performance formQ & A

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How Does the Annual Review Work?

Employee’s Role: Annual review process starts with the employeeEnter comments and ratings for each Goal, Major Responsibility, and Core Value/Competency on the performance form in the myPerformance system

Comments Section: – Report on progress towards meeting Goals and Major

Responsibilities– Cite major accomplishments, areas of improvement, and

new skill or existing skill development

Send your form to the manager

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How Does the Annual Review Work?

Supervisor’s Role: Enter draft comments and ratings for each Goal, Major Responsibility, and Core Value/Competency on the performance form in the myPerformance systemHold form until after meeting with the employee – finalize your ratings and commentsSend the form to Final 1:1Send the form to the employee for signatureAdd your signature and the annual review is complete

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Using the 5-Point Rating Scale

The 5-point scale is used to value performance around a central “Meets Expectations” level of performance A rating of 3.0 meets all expected standards for a positionBoth the supervisor and employee rate on all goals, major responsibilities and competenciesSupervisors are expected to differentiate ratings between employees based on performance and contribution levels

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Using the 5-Point Rating ScaleJH 5-Point Scale

Scale Value Description Detailed Information

1.0 Unsatisfactory Performance must improve significantly within a reasonable period of time if the individual is to remain in this position. Employee is not performing to the requirements of the job.

2.0 Needs Improvement

Performance is noticeably less than expected. Usually performs to and meets job requirements, however the need for further development and improvement is clearly recognized.

3.0 Meets Expectations

Performance clearly and fully meets all of the requirements of the position in terms of quality and quantity of work. It is described as good, solid performance. Minor deviations may occur, the overall level of performance meets or slightly exceeds all position requirements.

4.0 Above Average Performance frequently exceeds job requirements. Accomplishments are regularly above expected levels. Performance is sustained and uniformly high with thorough and on time results.

5.0 Highly Exceeds Expectations

Performance levels and accomplishments far exceed normal expectations. This category is reserved for the employee who truly stands out and clearly and consistently demonstrates exceptional accomplishments in terms of quality and quantity of work that is easily recognized as truly exceptional by others.

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Performance Form Weightings

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In Conclusion

Process flow: Employee starts the process by entering ratings and comments into myPerformanceSupervisor drafts comments and ratings in the system and meets with the employee Supervisor finalizes ratings and comments and sends the form to the employee for electronic signatureEmployee adds electronic signature and sends form back to the supervisorSupervisor adds electronic signature and the annual review process is complete

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Resources

Resources on the myPerformance homepage:Quick Reference Guides - Conducting an Annual Review Show Me Demonstrations for All Employees – Annual Review

Process Questions: Super User for your area or Anne Moore - amoore@jhu.edu

Technical Issues: Nina O’Hanlon - noh@jhu.eduJohn Schmidt - jschmidt@jhu.edu

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We’re going to open the phone lines now!

There will be a slight pause, and then a recorded voice will provide instructions on how to ask questions over this conference call line.

We’ll be answering questions in the order that we receive them.

We’ll also be answering the questions that were emailed to us during the presentation.

If there’s a question that we can’t answer, we’ll do some research after this session, and then email the answer to all participants.

Q&A

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Thank You!

Thank you for participating!We would love to hear from you.

Are there certain topics that you would like us to cover in future FastFacts sessions?Would you like to be a FastFacts presenter?Please email us at: fastfacts@jhu.edu

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Survey

Before we close, please take the time to complete a short survey.Your feedback will help us as we plan future FastFacts sessions.Click this link to access the survey… http://connect.johnshopkins.edu/fastfactssurvey/

Thanks again!