Performance Excellence Information for HR Administrators
Reporting
- Role, e-ARm
- Location, how to access
- Help documents
Changing Review Dates
- Aligning the Performance Excellence process to college/MAU planning cycles, if applicable to help with alignment of goals with the strategic priorities of the MAU.
- Unit defined review schedules and how to change dates for a group.
- How to change individual review dates and why would you want to.
Things to Confirm Before Sending in a Review
- Signatures, dates, one rating selected
- Correct form? New form, interim vs. probation, etc.
- Not more than 10 months late or 2 months early
- Make sure the planning form is included, or remind supervisor to complete in 30 days.
Tips and Resources for Coaching Performance Excellence
Suggested Timeline
Tips and Best Practices
Consider a center review process by someone in HR or deas office to ensure consistency and goal alignment.
Create a MAU defined rating rubric to assist supervisors in determining ratings, and to ensure consistence in the overall ratings.
Special Considerations for New Employees
- Have new employees complete the online, Performance Excellence class for Employees and/or Supervisors (depending on their role)
- Conduct a Planning Meeting within 30 after their start date
- Make sure you are aware of the type of probationary period that is required for the position
Probationary and Interim Reviews
If the employee has a 12-month probationary period (APA, APSA) take the following steps:
- Complete an Probationary and Interim Review form at approximately 6 months.
- At 12 months, use the regular Annual Performance Review form . No special probationary form is needed at this point.
For all other employees who have a probationary period that doesn’t align with an annual review:
- Complete the Probationary and Interim Review form at the end of the probationary period.
- Complete the regular Annual Performance Review form at the end of the first year (if they passed probation).
