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Watch a short tutorial on creating the Plan.
(For best results, watch full screen.)
Skip to another task in Phase One.
Click here to review these relevant guides to help you design the Performance Plan....
NOTE: Before you begin, meet with your employee to discuss department unit goals to collaborate on individual goals and career development goals to include in the plan.
1. Log in to ePerformance.
2. In Action Items, click the Item with the description "Supervisor Creates Plan". This takes you to a series of tabs.
You will work through the two tabs in the plan.
3. Individual Goals - establish 3-5 SMART performance goals that support UNCG's strategic goals. Goals must be mutually agreed upon and reflect the most important priorities for the performance review period.
4. Click Add Entry to enter each goal.
5. Click Save Draft to stop here or Next to continue.
Individual goals should be specific to the job description or department mission and not around personal development. If a goal were to be something like “finish degree” that would be more of a development goal and carries no weight in the Annual Appraisal. Examples of Individual goals may be but not limited to: Complete banner training, create a social media campaign around department visibility, complete safety training to learn the proper handling of hazardous materials.
7. The Individual Goals tab - enter three to five individual goals and their corresponding percentage weights (no less than 5% for each goal), and all the individual goals must add up to 50%. Unlike the institutional goals, individual goals are NOT intended to cover all aspects of an employee’s work product-- these are big ticket items to be completed in this performance cycle. They are to be specific to the job description or department mission, NOT personal development.
Click Add Entry to enter a new goal.
8. The Developmental Goals tab - enter any Development activities associated with the specific employee. Development activities may include such items as: training workshops, technical skills training, professional certifications and/or conferences, etc. Please label each goal or activity that is added. Each employee should have at least one Development Goal or activity each performance cycle. (Note: Development activities are strongly encouraged as a ‘best practice’ and should be updated on an annual basis)
4b. Click Save Draft to exit and return. Click Complete to finish.
When you click the ‘Complete’ button, the system will ask you if you are sure you want to complete the action requested. Click ‘OK’ only when you are sure you are finished with the plan creation. If you complete the action before you are done completing the plan, the action can only be re-opened by a HR administrator.
COPY PERFORMANCE PLAN TO ANOTHER EMPLOYEE
COPY PERFORMANCE PLAN TO ANOTHER EMPLOYEE
If you have like positions that will have the same or similar performance plans, you can copy an already completed performance plan (which you created for one employee) to your other direct reports.
1. Log in to ePerformance.
2. Click My Employees' Reviews in the left menu.
3. In the Reviews Dashboard, locate the employee that has the Performance Plan you want to copy. Then click the name to open the plan.
4. Click Plan in the left menu.
5. Click the Actions drop down, then Copy.
6. Select the goals you want to copy then Continue.
7. Select the employee you want to have this Performance Plan, then click Copy Objective Plan. DO NOT select Copy Plan to selected employees.
8. Open the employee's Performance Plan to ensure all items were copied correctly.
9. Click Complete when you are ready for it move forward.
OPTIONAL CO-REVIEWER
OPTIONAL CO-REVIEWER
If you have like positions that will have the same or similar performance plans, you can copy an already completed performance plan (which you created for one employee) to your other direct reports.
There is an optional feature in the ePerformance program to add additional reviewers to evaluate your employee(s). The ‘Co-Reviewer’ will be able to
Access everything from the first step in the appraisal process, ‘Supervisor Creates Plan’ to the last supervisor step of the ‘Appraisal Meeting’.
Access and modify the same Supervisor Appraisal that the Supervisor fills out and can also complete it.
If a Co-Reviewer ‘Completes” the evaluation, the Supervisor will be able to view it BUT NOT EDIT it unless the Next-Level Supervisor rejects the appraisal; then the Supervisor will once again be able to edit it.
The combined entries/edits of the Supervisor and Co-Reviewer are the evaluation the employee will see once it has been completed, received final approval on, and released for viewing. This option may be desirable if an employee has changed reporting part way through the year or the employee is a shared resource between two supervisors.
The Co-Reviewer will receive notification that they are a Co-Reviewer for this employee and ‘actionable’ tasks will show up in the Co-Reviewers ‘Action Items’. You should speak with this person to explain your intentions about their role as a Co-Reviewer. Different circumstances for each employee may be slightly varied and the parts a supervisor would like the Co-Review to evaluate may be focused only on a portion of the appraisal. If you are selected as a Co-Reviewer for another employee, make sure you understand what the supervisor expects.
1. Click Add Co-reviewer in the right menu in the Performance Plan.
2. Search for available users, then select and Save.
3. Remove a Co-reviewer by clicking the trashcan by the name in the right menu of the Performance Plan.
If you need to update or correct information in your employee’s Performance Plan, contact Jennifer Feth at jmfeth@uncg.edu or ext. 44508 to request that the action be put back into your queue for revision.
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