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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 and to collaborate on individual and career development goals to include in the plan.
The total weight of goals is split evenly between the Institutional (50) and Individual (50) Goals and must equal 100, with no one goal being weighted less than 5. Do not use decimals.
The total weight of goals is split evenly between the Institutional (50) and Individual (50) Goals and must equal 100, with no one goal being weighted less than 5. Do not use decimals.
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.
3. The Before You Get Started tab reviews the objectives. Click Next.
4. The Schedule and Components tab shows the workflow and gives rating information. Click Next.
5. The Institutional Goals tab explains how to use those goals to develop the employee's goals. In the above example, you see the entry for EXPERTISE. Enter a weight for each of the Institutional goals and define how each goal relates to the position. REMEMBER the total of all weights must equal 50.
NOTE: Put a weight of "0" for the Supervision goal if the employee is NOT a supervisor.
6. Click Save Draft to stop here or Next to continue.
7. The Individual Goals tab is where you 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 Talent Development Plan tab is used to include items such as training workshops, technical skills training, professional certifications, conference, etc. You should enter at least one activity, though not required.
9. Click one of the following:
Save Draft - if you are not ready for it to move forward for Next Level Supervisor Review.
*Complete - Move forward in the workflow to Next Level Supervisor Review. You will be asked to confirm - IMPORTANT: be sure you are finished, as this can only be reversed by an HR Administrator.
10. You will receive confirmation the plan is complete.
11. Under Actions, you may print the plan or copy it to another employee that has the same position on your team. See Copy Performance Plan below for more information.
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 (Institutional Goals are same for all, weights may vary), 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 for Next-Level Supervisor Review.
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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