Policies and Procedures
EMPLOYEE'S GUIDE TO PARTICIPATING IN AN EFFECTIVE PERFORMANCE APPRAISAL REVIEW Your role as an employee at Colorado College calls upon you to perform many challenging tasks. These tasks are vital to the operation of this complex institution. Your performance and contributions to the college's vision is a critical aspect of this role. Below are tips for participating in an effective Performance Appraisal Review. For questions, please contact the Human Resources Department 1. When your supervisor informs you of your annual performance appraisal review, check your position description and make necessary revisions for discussion at the meeting. 2. Be prepared to be an active participant; make suggestions and ask questions. You are the person who works in the position, your feedback is critical. 3. Be prepared to suggest goals that contribute to CC's mission. Your supervisor will suggest goals also and, together you will discuss viable options and mutually select appropriate goals and objectives. Define goals in specific and measurable terms. 4. Rank goals in priority order so that your supervisor's expectations are clear to you. 5. You will receive constructive feedback. Keep in perspective that this is an exercise from which you will learn and develop as a result. Attempt to minimize defensive reactions. 6. Feel free to express feelings about your feedback from your supervisor and progress toward goals. Your supervisor needs to be aware of your concern. 7. Be a good LISTENER. Listening skills during this discussion are as important as speaking skills. 8. The objective of the discussion is to receive feedback so that you are better equipped to contribute to CC's mission in the most efficient and effective way. Since the past cannot be changed, discussion should focus on the future and how past performances can be modified to maximize future opportunities and performance. 9. Explore all suggestions for resources/support needed. In many cases, little or no money is required to provide the resources and support for an employee to be successful. 10. Focus on long as well as short-term goal achievement and setting. You are encouraged to document achieved short-term goals, even if they were not part of the original performance development discussion. Much of our day-to-day work goes unrecognized, yet makes a great impact on the success of the department and CC. 11. The disciplinary process is a separate process and will be managed independently from the performance appraisal review. 12. The meeting should end with a brief summary of the goals and expectations. Feel free to set up another meeting or otherwise contact your supervisor with questions, concerns, periodic performance appraisal discussions, etc.
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Human Resources Office |
