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FY16 Performance Management Process Steps

Performance Management (PM):

Performance management is an ongoing process related to identifying, documenting, and measuring individual, team, and organizational performance throughout a fiscal year (FY; July 1 through June 30). Goal setting and alignment to organizational & divisional work plans, continuous review and documentation of performance, two-way communication on progress along with feedback for improvement and continued development of capabilities are all components of PM.

For all eligible team members:

The Performance Appraisal (PA) is an annual process of determining the level of individual performance throughout a fiscal year, based upon specific job function & responsibilities as well as our Balanced Scorecard elements (Engaging, Serving, Healing, and Building). In addition, the team member’s strengths, development areas, Self-Appraisal, Secondary Reviewer comments, and where applicable, colleague input are all utilized in the creation of next fiscal year’s personal goals (currently required for all RNs; new within ePerformance for RN Clinician 1-4 & Wage in FY17; new for all team members FY18).

For all leaders:

The FY16 Performance Appraisal evaluates performance related to established personal goals and RISE values. In addition, the leader’s strengths, development areas, Self-Appraisal, Secondary Reviewer comments, Colleague Input are recorded.  For the creation of next fiscal year’s personal goals, a discussion related to goal alignment with the organizational work plan and leadership development may be held during the PA review meeting.

 

FY16 Non-RN Team Member Performance Management Process

FY16 RN Team Member Performance Management Process

FY16 Leader’s Personal Performance Management Process

FY16 Leader’s Team Performance Management Process

 

 

 

 

 

 

 

 

FY16 Non-RN Team Member Performance Management Process

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  1. Performance Notes:  Ongoing documentation, within Employee Self Service, of your fiscal year performance (Performance Notes Job Aid)
  2. Self-Appraisal:  Optional, unless requested by your leader (usually due by the end of June); your perspective on your FY performance, captured in an online Performance Appraisal form.  Available in PeopleSoft Performance Management (ePerformance) on or around June 1st of the current fiscal year.  (Self-Appraisal Job Aid)
  3. Colleague Input:  By invitation only from a leader (usually due within one week of the request); your perspective on a specific team member’s FY performance, captured in an online Performance Appraisal form.  Available in ePerformance once you accept the request to participate.  (Colleague Input Job Aid)
  4. Performance Appraisal:  Official performance document created by your leader (usually completed by mid to end of July).
    • Incorporates your Self-Appraisal and Colleague Input, if applicable
    • Once the PA is completed, your leader submits to his/her leader for Secondary Review
    • Once the Secondary Review is complete, your leader schedules a Performance Appraisal meeting with you

     5.  Performance Appraisal Meeting:  Scheduled by your leader to review your PA as well as personal 
          performance goals for next year.

     6.  Acknowledge Performance Appraisal:  Your acknowledgement of your official PA.

    • Accept final appraisal document electronically
    • Dispute final appraisal document in writing
      1. MUST be done in writing, with specific examples of why he/she should be evaluated differently and on which performance factors, within ten (10) work days after the receiving the Performance Appraisal review.
      2. Leader MUST respond in writing with a decision to either uphold or revise the performance appraisal, within five (5) business days from receipt of written dispute.

     7.  All Performance Appraisals Completed:  On or before September 30, 2016

 

 

 

 

 

 

 

FY16 RN Team Member Performance Management Process

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  1. SMARTS Goals:  Required; currently done outside of PeopleSoft Performance Management (ePerformance)
  2. Performance Notes:  Ongoing documentation, within Employee Self Service, of your fiscal year performance (Performance Notes Job Aid)
  3. Self-Appraisal:  Required; your perspective on your FY performance, captured in an online Performance Appraisal form.  Available in PeopleSoft Performance Management (ePerformance) on or around June 1st of the current fiscal year.  (Self-Appraisal Job Aid)
  4. Colleague InputRequired; your perspective on a team member's FY performance, captured in an online Performance Appraisal form.  Available in ePerformance once you accept the request to participate. (Colleague Input Job Aid)
  5. Performance Appraisal:  Official performance document created by your leader.
    • Incorporates your Self-Appraisal and Colleague Input, if applicable
    • Once the PA is completed, your leader submits to his/her leader for Secondary Review
    • Once the Secondary Review is complete, your leader schedules a Performance Appraisal meeting with you

     6.  Performance Appraisal Meeting:  Scheduled by your leader to review your PA as well as personal
          performance goals for next year.

     7.  Acknowledge Performance Appraisal:  Your acknowledgement your official PA.

    • Accept final appraisal document electronically
    • Dispute final appraisal document in writing
      1. MUST be done in writing, with specific examples of why he/she should be evaluated differently and on which performance factors, within ten (10) work days after the receiving the Performance Appraisal review.
      2. Leader MUST respond in writing with a decision to either uphold or revise the performance appraisal, within five (5) business days from receipt of written dispute.

     8.  All Performance Appraisals Completed:  On or before September 30, 2016

 

 

 

 

 

 

 

FY16 Leader’s Personal Performance Management Process

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  1. SMARTS Goals:  Required; Completed January 29, 2016: 3-5 Personal Goals (ePerformance)    (Goals Job Aid)
  2. Performance Notes:  Ongoing documentation, within Employee Self Service, of your fiscal year performance (Performance Notes Job Aid)
  3. Self-Appraisal:  Required; your perspective on your FY performance, captured in an online Performance Appraisal form.  Available in PeopleSoft Performance Management (ePerformance) on or around June 1st of the current fiscal year. (Leader Self-Appraisal Job Aid)
  4. Colleague Input:  Required; your perspective on a team member’s FY performance, captured in an online Performance Appraisal form.  Available in ePerformance once you accept the request to participate. 
    (Colleague Input Job Aid)
  5. Performance Appraisal:  Official performance document completed by your leader.
    • Incorporates your Self-Appraisal and Colleague Input
    • Once the PA is completed, your leader submits to his/her leader for Secondary Review
    • Once the Secondary Review is complete, your leader schedules a Performance Appraisal meeting with you

    6.  Performance Appraisal Meeting:  Scheduled by your leader to review your PA as well as personal
         goals, aligned with the organizational work plan and focused on development, for next year.

    7.  Acknowledge Performance Appraisal:  Your acknowledgement of your official PA.

    • Accept your final appraisal document electronically
    • Dispute your final appraisal document in writing
      1. MUST be done in writing, with specific examples of why he/she should be evaluated differently and on which performance factors, within ten (10) work days after the receiving the Performance Appraisal review.
      2. Leader MUST respond in writing with a decision to either uphold or revise the performance appraisal, within five (5) business days from receipt of written disputes.

    8.  All Performance Appraisals Completed:  On or before September 30, 2016

 

 

 

 

 

 

 

FY16 Leader’s Team Performance Management Process

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  1. SMARTS Goals:  Required for your RN and Leadership team members, optional for all other team members; RNs and other team members document outside of PeopleSoft Performance Management (ePerformance)
  2. Performance Notes:  Ongoing documentation, within Manager Self Service, of your team’s fiscal year performance (Leader Performance Notes Job Aid)
  3. Self-Appraisal:  Required for your RN and Leadership team members, optional for all other team members (June 2016); your individual team member’s perspective on his/her FY performance, captured in an online Performance Appraisal form.  Available in PeopleSoft Performance Management (ePerformance) on or around June 1st of the current fiscal year.
  4. Colleague InputRequired for your RN and Leadership team members (June 2016); you request the perspective of one or more peers of your team member on his/her FY performance, captured in an online Performance Appraisal form.  Available in ePerformance once the nominee accepts your request to participate. 
    (Request Colleague Input Job Aid)
  5. Performance Appraisal:  Work on completing each of your team member’s PA (June and July 2016) 
    (Leader Performance Appraisal Job Aid)
    • Incorporate his/her Self-Appraisal and Colleague Input, if applicable
    • Once the PA is completed, submit the PA to your leader for Secondary Review 
    • Once the Secondary Review is complete, schedule a Performance Appraisal meeting with each team member

    6.  Performance Appraisal Meeting:  Scheduled with your team member to review his/her PA as well
         as personal performance goals for next year (August 2016).

    7.  Acknowledge Performance Appraisal:  Send an electronic request for acknowledgement of the team
         member’s PA (August 2016)

    • Team member accepts, PA is complete
    • Team member disputes:
      1. Team member MUST notify you in writing, with specific examples of why he/she should be evaluated differently and on which performance factors, within ten (10) work days after the receiving the Performance Appraisal review.
      2. You MUST respond in writing with a decision to either uphold or revise the performance appraisal, within five (5) business days from receipt of written team member dispute.

    8.  All Performance Appraisals Completed:  On or before September 30, 2016