Yes, you can save a review by clicking “Save Changes” at the bottom of the online form. The system is designed to let you save drafts and changes as needed.
Will the performance evaluation form have a prompt that reminds the supervisor to enter at least one professional development goal?
Yes, the 1st goal in the “Next Year’s Goals” section.
Does a group or manager need to use the self-evaluation form within the system or can a group use their own?
The self-assessment (review) is an opportunity to create two way communication around performance. This supports a performance based culture, while not required we strongly encourage managers to incorporate the self-assessment in their performance management process. The self-review found in the tool becomes a part of the employee’s record on file.
While it’s technically possible for managers and groups to conduct constructive conversations outside the on-line performance management tool, we strongly encourage incorporating use of the tool as it’s specifically designed to capture and support meaningful two-way conversations around performance management.
Since the process is HCM based, designees are not allowed.
Yes, you can assign the second level review to yourself. You would then approve it as both signatories (two steps).
The reviewer will open access to the employee in order for them to complete their self-assessment.
You may change the rating at any time prior to the cycle ending. However, making changes after the 2nd level approver signs, will require having to go through the process of getting their signature after the change is made.
Will the supervisor and next level manager have access to the completed form even after the employee signs off? What about six months after the process is completed?
Yes, as view only. The form will be available as view only for the entire fiscal year.
My department uses a committee review to ensure consistency in ratings. How will the committee access the reviews?
Only the supervisor, employee and second level manager have access to the electronic forms. Reviews can be printed for this purpose.
The document can be reverted to edit state at any time in the process up to the employee signature - it will remove the signatures from the form, and the signature steps will need to be repeated after the changes have been made. After the employee signs, the form can only be opened for editing through a manual process - contact firstname.lastname@example.org
Will the employee be able to access the completed performance evaluation online and can I view or edit what I wrote last year?
Yes, the employee will have access to the completed review through their dashboard. FY16 reviews remain on your dashboard, and can be viewed. If you are new to supervising an individual, their past year’s review can be sourced from CSS-HR.
How long will the form be available after it’s finalized, and will it be available throughout the year for probation period evaluation?
The FY17 reviews will remain accessible (view only) on your dashboard throughout FY18. And, yes, the tool will remain open throughout FY18 for probation period reviews.
The expectation is that contract employees are included in the performance management process. They are eligible for salary increases; therefore, they must have an evaluation rating them as “Meets, Exceeds, Significantly Exceeds.”
Do I need to include a union representative in my meeting with my employee if the employee requests it?
Remind the employee that this is not a disciplinary conversation. If they still insist, please contact your HR Business Partner.
Constructive feedback is increasingly important throughout the year but especially in the annual review. Performance Reviews that are not completed on time default to a satisfactory rating, and an appropriate increase may be inline.
How are HR managers and Business Partners alerted to performance issues? And will they have access to my performance evaluations?
If an employee is rated as “needs improvement” or “unacceptable,” the manager will need to notify the HR Business Partner. The manager will need to provide a copy of the reviews to the HR Business Partner. Currently HR Business Partners do not have access to view performance evaluation.