performance planning & goal setting  
Supervisors of Classified and IT employees should have completed the Planning & Goal Setting phase of the Performance Management System using the Performance Planning Form (PM#2) available at http://www.ohio.edu/comp/FORMS.HTM.   It is not too late to complete this very important part of the performance management process, because it establishes performance expectations for the employee and involves planning specific development or improvement opportunities related to the various responsibilities of the position.

Performance goals can be achieved better through a formal system of dialogue. It is important that supervisors schedule sufficient time to have these forward-looking conversations with their employees. This is an opportunity to step back from the details of daily work and focus attention on future goals and developmental activities that strengthen future performance.

The purpose of the annual planning and goal setting process is to direct the efforts of the employee toward the achievement of organizational objectives and goals, and to identify, clarify, and revise as necessary general job duties and responsibilities. These will be described in the individual’s JIQ (Job Information Questionnaire) as well as the generic job specification located at the University Human Resources website: http://www.uhr.ohiou.edu/compensation/New_Plan/Class_Listing.htm

Both descriptions should be reviewed to ensure that assigned duties and performance expectations are appropriate to the scope of the job and level of responsibility. If new duties or responsibilities have been assigned, those changes should be documented by updating the employee’s JIQ. For significant changes, contact University Human Resources, Compensation at 597-1703, or email ervinl1@ohio.edu

If you participated in the most recent (2002-03) Year-End Review process, then you have already begun to discuss and document some new goals and objectives for the coming review cycle on the PM#1 form. Supervisors should discuss departmental needs, goals and objectives, as well as, the professional goals of the employee as they relate to the department and the overall mission of the university. The Presidential Mission Statement can be found at http://www.ohiou.edu/president/mission.html

training available
University Professional Development will provide training sessions to assist supervisors with developing goals and objectives and preparing for the Mid-Year Review. Sessions will be available on the following dates and times:

• October 28, 10 a.m. to 11 a.m., Human Resources & Training Center, Room 154

• November 4, 1 p.m. to 2 p.m., Human Resources & Training Center, Room 154

Call or email Brenda Noftz at 597-1436 or noftz@ohio.edu to register for a session. Also, please notify Brenda if you have new employees or new supervisors who have not been trained on the new Performance Management System.

supervisor feedback form
During the planning meeting, employees and their supervisors need to decide whether or not they will be using the Supervisor Feedback Form (PM#3.) Use of this form must be mutually agreed upon by the supervisor and employee. Following the employee’s Year End Review, the form is to be shared with the supervisor prior to submission to the next level of supervision.

Note to Employees: The Supervisor Feedback form is based on the same seven competencies currently used to evaluate classified and IT employees. Supervisors should be evaluated based on how the competencies apply to their supervision of you. Please consider using this form to clarify expectations and goals with your supervisor, and to help establish open two-way dialogue.

performance management review cycle 2003-04

• May through June -- Planning & Goal Setting
• September through October  -- Ongoing Coaching
• November through December -- Mid-year Review
• January through February  -- Ongoing Coaching
• March  -- Year-End Performance Evaluation
• April 1 deadline – Signed originals must be delivered to University Human Resources

Adjustment to timeline
Following this past year’s performance review process, it was determined that performance ratings must be received in University Human Resources no later than April 1 in order to implement annual pay increases based on merit. Planning Units will need to decide how best to coordinate this process within their units.

Depending on the financial health of the University and continued assessment of the performance management system, July 1, 2004 will mark the first annual pay increases for classified employees based on performance. University Human Resources and a team of individuals, including members of the Classified Senate, will continue to evaluate the performance management system and merit pay delivery options for the most effective and appropriate approaches for Ohio University.

next update will feature preparing for the Mid-Year Review and a summary report of  the 2002- 2003 performance results for classified employees.

links
Forms are downloadable at http://www.ohio.edu/comp/FORMS.HTM

Job Descriptions http://www.uhr.ohiou.edu/compensation/New_Plan/Class_Listing.htm

General Information http://www.ohio.edu/comp/INDEX_PERFM.HTM

Plan Sponsors List http://www.ohio.edu/comp/Plan_Spon.HTM

questions or feedback