Today’s meeting will focus primarily on the new process for performance management
Why Pay & Performance?
Current State
Inconsistent processes for performance management and pay decisions
No process for performance management in some areas
Pay increases perceived by many as an annual pay adjustment rather than a reward for performance
Many managers do not have clear guidance or necessary resources for performance management
Staff members desire greater support for professional development
Why Pay & Performance?
Future State
Common foundation and consistent process for performance management
Consistent and fair process for pay decisions
Pay increases linked to performance
Flexibility for units to expand on common foundation
Expectations for individual performance and opportunities for professional development defined
Performance Evaluation and Planning (PEP) Form
The new PEP form has two sections on two pages with expandable text sections.
Section One: Evaluation of Past Year
Section Two: Planning for Coming Year
Section II: Planning for the Coming Year
Planning for the Coming Year
Setting Goals for the Coming Year
Identifying Areas for Development
Let’s Look at an Example – Staff Specialist
One More Example – Financial Management Analyst
Section I: Evaluating the Past Year
Evaluating the Past Year
Evaluating Levels of Performance
Duke is committed to linking the opportunity for annual pay increases to performance
Performance evaluations will serve as the means to create this important link
By differentiating performance, more of available budget dollars for pay will used to reward those whose performance contributes to our overall success.
Defining Levels of Performance
Evaluation of Job Responsibilities
Evaluation of Individual Goals
Evaluation of Behaviors
Evaluation of Behaviors, cont.
Evaluation of Behaviors, cont.
Manager’s Overall Evaluation
Self-Assessment
Required for all managers
Optional for staff members (used before PEP completed)
Some of the advantages of a self-evaluation include:
Allows for self-reflection on job performance during year
Creates opportunity for dialogue about similarities and differences between manager evaluation and self-assessment
Provides time for manager to respond to the staff member’s self-evaluation
The PEP Annual Calendar
Process and Calendar
The following are the key steps in the annual performance calendar:
Next Steps
Work with supervisor to set goals for next fiscal year.
Review new compensation structure portion of Pay & Performance Program in fall 2005.
