AVPF Supervisor Training Summary Performance Evaluation (SPE) Form

AVPF Supervisor Training Summary Performance Evaluation (SPE) Form and Process February 2006  Stated AVPF Compensation Philosophy has been Performance Driven Organization  Recent Changes to Support Performance Philosophy     Work Plans Feedback Provided During the Year Skip-Level Feedback Summary Performance Evaluations  Changes not yet introduced  Across the board percent does not recognize performance except “Meets performance expectations” as pay factor Fin Forum June 2005  Change to the Summary Performance Evaluation (SPE)  Does not meet  Improving  Meets  EXCEEDS Fin Forum June 2005 Compensation Philosophy - Criteria for Sustained Excellence Operating Performance SUPERSTARS Values / Work Behaviors Above & Beyond Initiative Criteria for Sustained Excellence  Need for Rating to Reflect Sustained Excellence  Ratings: Sustained Excellence (Far Exceeds Expectations)  Exceeds Expectations  Meets Expectations  Improving Toward Expectations or Needs Improvement  Does Not Meet Expectations  Overview and Guidelines Performance Rating Overview  Detailed Work Values and Behaviors Overview   No change in Performance Management Expectations  MARS Remain Unchanged on Work Values & Behaviors  Emphasis Prior SPE Work Values and Behaviors (Check one, comments Required if “Met” not checked) Revised SPE WORK VALUES AND BEHAVIORS All work values and behaviors require a rating. Click on work value and behavior: ACHIEVING RESULTS Process improvement Innovation Adaptable to change Customer focused Committed to organizational/departmental goals *Average "Achieving Results": PROFESSIONAL COMPETENCE Professional knowledge Demonstrates initiative Professional development and growth Integrity and professional ethics Dependable and reliable *Average "Professional Competence": COMMUNICATION Informative Collaborative Demonstrates two way communication Positive and supportive attitude Conflict management *Average "Communication": FOR SUPERVISORY POSITIONS ONLY Delegation Training/Staff development Performance management Teambuilding and motivating Strategic thinking/Planning *Average "Supervisory": DN 1 ___ Met ___ Did Not Meet =========================================================================================================== only one box per IE 2 ME 3 EE 4 SE 5 3.6 1 2 3 4 5 3 1 2 3 4 5 2.8 1 2 3 4 5 3 * The overall performance evaluation may be impacted and/or adjusted for any employee receiving an average score of 2 or less in any one of the four Work Values and Behaviors categories OVERALL WORK VALUES AND BEHAVIORS: 3.10 1 P lease n o te: C o m m en ts are req u ired . In th e sectio n s b elo w , in clu d e sp ecific b eh avio rs th at su p p o rt th e valu es, w o rk b eh avio rs, an d M A R S ratin g s o n p ag e o n e. If yo u n eed ad d itio n al sp ace, p lease u se an extra p ag e an d n o te th e em p lo yee's n am e an d th e sectio n title th at is co n tin u ed . S IG N IF IC A N T S T R E N G T H S A R E A S F O R IM P R O V E M E N T F O C U S A R E A S (Looking tow ard the com ing year, outline key business and perform ance objectives on w hich the em ployee should focus their perform ance.) GENERAL COM M ENTS Summary Performance Evaluation (SPE) Components  Three major sections to Form  Work Values and Behaviors  Major Areas of Responsibility (MARS)  Comments Work Values and Behaviors and MARS are equally weighted for this process. Work Values and Behaviors      Definitions are GUIDELINES Each value must have only one rating Each major category will have an average Four sections combined will produce an overall average Overall evaluation may be impacted and/or adjusted for any Work, Values & Behaviors average score of 2 or less in a category Major Areas of Responsibility (MARS)  Each position should have a listing of Major Areas of Responsibility (MARs)  Combined MARs must equal 100% Rating should be based on how each MAR is accomplished  Overall Rating  Score for each section is combined to give an overall rating  Each rating has a range Most employees will fall within “Meets Expectations” range  Comments  Comments are required  Should support the rating of the employee Should cover both MARs and Work Values and Behaviors  Associate Vice President for Finance (AVPF) Compensation Philosophy POINTS TO REMEMBER  No change in expectations – only in tool  Comments Required  Advance review by the next level supervisor required  Forms completed by 5/31/06  Rebuttal process unchanged AVPF HR Administrators Cheryl Reed HR Officer cherreed@umich.edu (734) 936-2240 Colette Cloyd Treasurer's Office colettec@umich.edu (734) 764-7225 Roxanne Ross Financial Operations roxross@umich.edu (734) 764-7216 Tamy Detgen AVPF HR Office tdetgen@umich.edu (734) 615-9303 Sharon Aksamit Financial Analysis saksamit@umich.edu (734) 764-9272 Sally Czarniecki Procurement, Logistics and Business Services sallyas@umich.edu (734) 936-5614 Barb Forner Logistics bforner@umich.edu (734) 615-6298 Lori Vogel Michigan Business Services ejvogel@umich.edu (734) 764-0255 Jamie Yost AVPF Office jlyost@umich.edu (734) 764-7270 AVPF Website: http://www.umich.edu/~avpf AVPF HR Website: http://www.umich.edu/~avpf/support/avpf-hr.htm SPE Training materials will be available on the AVPF Human Resources Website after February 15. QUESTIONS??