Phase 3: Year- End Performance Review, HR Partner Checklist Action Questions / Needs / Concerns Planning Participate in Year-End Performance Management Webinar & share best practices within unit or division Communicate process, timeline and deliverables to people managers Share people manager and employee checklists Provide customized unit or divisional questions for people managers; share the Conversation Guide for People Managers and Employees provided on HR Connect Assessment Facilitate performance calibration or roundtable with people managers before reviews to ensure both consistency of expectations and performance assessment Leverage compensation action plan from Mid-Year calibration in collaboration with budget partner and people manager Review Base Pay Competitiveness Report; ensure alignment between pay and performance; develop compensation action plans to resolve any potential misalignment Calibration Prepare people managers for discussions by sharing performance review feedback best practices Continue to facilitate overall process (i.e., check in with people managers, send reminders of next steps, practice feedback discussions, etc.) Next Steps Aggregate signed performance evaluations for unit or division Facilitate a debrief session with people managers to calibrate on lessons learned, identify common talent needs and support resources available
Phase 3: Year- End Performance Review, HR Partner Checklist Action Questions / Needs / Concerns Planning Participate in Year-End Performance Management Webinar & share best practices within unit or division Communicate process, timeline and deliverables to people managers Share people manager and employee checklists Provide customized unit or divisional questions for people managers; share the Conversation Guide for People Managers and Employees provided on HR Connect Assessment Facilitate performance calibration or roundtable with people managers before reviews to ensure both consistency of expectations and performance assessment Leverage compensation action plan from Mid-Year calibration in collaboration with budget partner and people manager Review Base Pay Competitiveness Report; ensure alignment between pay and performance; develop compensation action plans to resolve any potential misalignment Calibration Prepare people managers for discussions by sharing performance review feedback best practices Continue to facilitate overall process (i.e., check in with people managers, send reminders of next steps, practice feedback discussions, etc.) Next Steps Aggregate signed performance evaluations for unit or division Facilitate a debrief session with people managers to calibrate on lessons learned, identify common talent needs and support resources available
Checklist%20-%20HR%20Partner.docx