July HR Leader Managers Performance Performance Plans for the July 1, 20XX June 30, 20XX plan year need to be in place Creating – and in ePerformance no later than XXX. Performance plan process “completed” Plans Mgr Job steps and – Some guidelines to keep in mind as you draft the performance plans for your Aid timeline for employees include: Setting and agencies that Ensure employee performance goals, if used, cascade from (Agency Name)’s Achieving don’t use the strategic goals. SMART Goals cloning The employee’s Job functions and responsibilities should serve as a functionality general framework when writing their goals. All goals need to be written at the performer” level and should “successful include a date by which the goal should be achieved. job responsibilities, if used, to those that are most critical to the job. It’s better to have 4-6 job responsibilities than a dozen. Once you have drafted the performance plans for your direct reports, you will need to review them with your manager to ensure that they are aligned with and support agency/division priorities. When you have agreement on the goals/expectations for the year, be sure to click on This will finalize the document that will be “complete”. used in the coaching and evaluation phases of the performance management process. It will also provide access” to the employee and your manager. “view Note: (include reminders about any agency specific directives regarding sections used, required goals, section weightings, etc.) Two job aids are attached for your use. The first provides step-by-step instructions on how to establish performance plans in ePerformance. The others provide some tips and worksheets for establishing SMART goals. Additional information and job aids to support the Performance Management process are available on the Performance Management website at . If you have any questions or need assistance, please contact (insert your name and contact information.) August HR Leader Employees Deadline Performance management is a critical process for our agency. It ensures that all our employees are working toward our overall agency goal of (insert your overall agency or and reminder – goal) and that they consistently receive feedback on their performance. Managers year-end evaluations To ensure all of our employees have received this feedback, please complete the and FYXX year end assessments on all your employees no later than XXX. Performance performance plans for all employees for the XXX fiscal year should be completed no later than plans XXX.
July HR Leader Managers Performance plan process steps and timeline for agencies that don’t use the cloning functionality Performance Plans for the July 1, 20XX – June 30, 20XX plan year need to be in place and “completed” in ePerformance no later than XXX. Some guidelines to keep in mind as you draft the performance plans for your employees include: Ensure employee performance goals, if used, cascade from (Agency Name)’s strategic goals. The employee’s Job functions and responsibilities should serve as a general framework when writing their goals. All goals need to be written at the “successful performer” level and should include a date by which the goal should be achieved. job responsibilities, if used, to those that are most critical to the job. It’s better to have 4-6 job responsibilities than a dozen. Once you have drafted the performance plans for your direct reports, you will need to review them with your manager to ensure that they are aligned with and support agency/division priorities. When you have agreement on the goals/expectations for the year, be sure to click on “complete”. This will finalize the document that will be used in the coaching and evaluation phases of the performance management process. It will also provide “view access” to the employee and your manager. Note: (include reminders about any agency specific directives regarding sections used, required goals, section weightings, etc.) Two job aids are attached for your use. The first provides step-by-step instructions on how to establish performance plans in ePerformance. The others provide some tips and worksheets for establishing SMART goals. Additional information and job aids to support the Performance Management process are available on the Performance Management website at . If you have any questions or need assistance, please contact (insert your name and contact information.) Creating Performance Plans – Mgr Job Aid Setting and Achieving SMART Goals August HR Leader or Employees and Managers Deadline reminder – year-end evaluations and performance plans Performance management is a critical process for our agency. It ensures that all our employees are working toward our overall agency goal of (insert your overall agency goal) and that they consistently receive feedback on their performance. To ensure all of our employees have received this feedback, please complete the FYXX year end assessments on all your employees no later than XXX. Performance plans for all employees for the XXX fiscal year should be completed no later than XXX.
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