Tips for Conducting Employee Performance Reviews
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Human Resources CENTRAL WA S H I N G TO N UNIVERSITY Human Resources Department Quick Tips 400 East University Way Ellensburg, WA 98926 Tips for Conducting Employee Phone: (509) 963-1202 Fax: (509) 963-1733 Performance Reviews E-mail: firstname.lastname@example.org 5. Address what’s important to the employee. Since job satisfaction is the This monthly most important factor affecting an newsletter is employee’s attitude (and therefore his or intended to provide her level of performance and value to the down-to-earth ideas University), an effective review should delve and techniques into areas that include issues most you can put into important to that employee. action to improve 6. Discuss work/life balance. The communication, performance review is a good opportunity enhance performance, to show your concern for the employee’s motivate staff, and work/life balance, and to jointly discuss influence peers. solutions to improve that balance. It’s also Your suggestions a good time to create a plan for the and ideas are No organization can function for very long employee’s career advancement and discuss encouraged. without a team of productive employees what future opportunities might exist for E-mail your HR supporting it. It’s important not only that him or her. Quick Tips newsletter your employees feel appreciated, but also submissions to that they feel they're progressing steadily in Michael Horne at: their careers. To make your performance email@example.com. reviews as productive and as painless as possible, follow these tried-and-true suggestions: HR UPDATE 1. Be prepared. First of all, make sure you are fully prepared before sitting down with The contract for CWU’s the employee. Decide both what you’re participation in the going to say and how you're going to say Washington State Department of Personnel’s it. E-Learning Network will 2. Lead with the positive. It’s important to 7. Review regularly. Reviews should be done expire on June 30th and will reaffirm the employee’s strengths at the proactively with the purpose of improving not be renewed. Those beginning of the review. employee morale and productivity. When employees who are 3. Don’t be confrontational. It’s also you conduct them on a regular basis, you currently enrolled will continue and have full important not to criticize the employee in avoid reviews prompted solely by the need support for the duration of general terms. The goal is to evaluate job to document an employee’s poor their one-year subscription performance and not the person. A performance. period. HR is currently performance review that turns into a gripe The sign of a successful performance review is researching other online session misses the opportunity to raise an employee who leaves the meeting feeling and e-learning vendors that will meet CWU employee employee morale. motivated and excited about his or her job. If the training and development 4. Make it a two-way conversation. An employee’s job satisfaction needs are unmet, it’s needs and will keep the effective performance review requires an less likely they will be motivated to focus on your campus community advised interactive discussion with an open goals for the University. But if an employee feels of any developments. agenda. Try to formulate questions that acknowledged, appreciated, and fairly rewarded Contact Mike Horne at for past efforts, he or she will indeed become a x2196 for more seek the employee’s ideas and input. Remember, this will help the employee valuable asset to the future success of the information. University. feel you value his or her opinions. NEWS and UPDATES Recruitment Tips July Q & A Changes to Training and Did you know? As of July 1, 2008 Background QUESTION: I’m from Development Policy Checks are required on persons hired for initial the old school that says employment at the university. This includes The President’s Advisory Council has approved several people are getting paid for faculty (both tenure and non-tenure track), changes to the Training and Development Policy. This doing their work, and all policy applies to all staff which includes non-represented exempt, civil service and temporary hourly they need to know is how classified and exempt employees, and faculty, when employees. This is a change from our past to do their job. Why applicable. To the extent that the policy addresses terms practice. Please work with the Recruitment should I waste time trying not covered under collective bargaining agreements for Specialist, Joy Carlson at firstname.lastname@example.org or represented employees, the terms of the policy prevail. ext. 1260 if you have questions concerning this to be a great Highlights of the changes include the following: new CWU Policy. communicator? 1. Scheduled training: ANSWER: Staff employees shall remain in pay status according to Establishing good lines of university procedures, civil service rules, collective communication is time well bargaining agreements and FLSA guidelines, when assigned or scheduled by supervisors to attend training. JULY TRAINING PROGRAMS spent. In fact, it can be a time saver for a supervisor 2. Supervisory Training New Employee Orientation in the long run. Keeping Employees, including faculty members, appointed to July 3rd 9:00 a.m. – 11:00 a.m. people informed builds supervisor or management positions must successfully SURC Rm 202 both trust and teamwork. complete entry-level supervisory/managerial training It also improves morale, within six (6) months of the date of appointment to a Communicating Effectively in the Workplace can reduce turnover, and supervisor or manager position unless granted an July 9th 8:30 a.m. – 12:00 p.m. exception in accordance with the WAC and/or the SURC Rm 202 increase productivity. university’s training and development plan. The Effective communication is Supervisory Enrichment Program provides the training classes that meet this requirement. DRS Retirement Planning Seminar critical for success. July 19th 8:30 a.m. – 12:30 p.m. Effective communication 3. Mandatory Training SURC Rms 210 & 215 skills are an important The following training is required for all employees to element for the attend: To view the training and development catalog, development of strong and register for classes, please go to: a. New Employee Orientation (all civil service and working relationships. exempt employees) – normally within 30 days of http://www.cwu.edu/~training/ or call Poor communications initial employment (509) 963-1202 for more information. starve a relationship while b. Supervisory Enrichment Program – normally good communications within 6 months of moving into a supervisory or nourish it. management position This is true regardless of whether you are a c. Emergency Preparedness – at least biannually COMING IN AUGUST 2008‐ d. Appropriate Workplace Behavior - annually member of a committee or 2009 TRAINING CALENDAR a member of a work team. So improving Meet the Staff communication skills is important for success. But Stephen Sarchet is the HR B Benefits Brief this doesn’t just happen. Representative for Business All employees must work and Financial Affairs. A native Clearing Retirement of Dayton, Ohio, he grew up in Plan for the Unexpected at developing listening and Savings Hurdles verbal communication the Fairborn and Springfield The good news is you have an skills. areas, and graduated from employer-sponsored retirement plan. Tecumseh High School and the Not having access to one is a significant To receive additional Clark County Joint Vocational obstacle to retirement security, a information on training School. In 1982 he enlisted government study has found. offered by the HR he enlisted in the Air Force and was stationed at Department please call Whiteman AFB in Knob Noster, Missouri, where The bad news is not enough of us save (509) 963-1202 or refer he married his wife, Joanie, in 1984. Over the sufficiently, according to the November course of his military career, he was stationed in 2007 report by the U.S. Government to: Missouri, Germany (where his son was born), Accountability Office. As a result, many http://www.cwu.edu/~training/ Montana, and Kansas, and served as a Security workers could have far less money than they need in retirement. Read more Policeman, a Personnel Specialist, and as a First Also see www.cwu.edu/~hr/benefits Sergeant. In 2003, Stephen earned his Bachelor's degree in Human Resource Development from Southwestern College and retired from the Air Force. He began working at CWU in December, 2003.