Performance Management for Career-Banded Positions at NC State University

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Performance Management for Career-Banded
Positions at NC State University

Heather BoyceEmployee Relations
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Agenda

• SPA Career-Banded Work Plan Appraisal Form
  Review
• Key Responsibilities
• The what
• Competencies
• The how and the level
• Bringing It All Together
• Ratings and Comments
• Focus Forward
• Training and Contacts

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SPA Career-Banded Work Plan Appraisal Form

• Supervisors must begin using the banded form
  within 30 days of the October 1st implementation
  date
• Employees are assigned Key Responsibilities and
  Competencies, and are evaluated on both
• Employees receive a 1-5 rating on each Key
  Responsibility and Competency, as well as an
  overall Key Responsibility rating and an overall
  Competency rating
• Competency level is assessed for each employee
  two times during the year
• Interim review
• Annual Appraisal

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Key Responsibilities

• Key Responsibilities are developed, assigned and
  evaluated in the same way as on the non-banded
  form
• Supervisors provide interim and annual comments
• For the annual appraisal
• Each Key Responsibility will receive an annual
  rating (1-5)
• Supervisors will assign a summary overall Key
  Responsibility rating (1-5), reflecting the
  employees overall performance on all Key
  Responsibilities

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Competencies

• Individual competencies are assigned according to
  the employees band and level
• During work planning, the supervisor assigns an
  overall level as well as levels for each of the
  competencies (Contributing, Journey or Advanced)
• The supervisor determines the level at which the
  employee is actually performing (C, J or A) at
  the interim review and annual appraisal
• As with Key Responsibilities, supervisors provide
  interim and annual comments

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Competencies, contd

• At the annual appraisal
• Each Competency receives an annual rating (1-5)
• Supervisors assign a summary overall
• Competency rating (1-5), reflecting the
  employees overall performance on all
  Competencies
• Competency level (C, J or A), reflecting the
  employees actual level of performance on all
  Competencies

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Methods of Evaluation

• All contained within one page
• Determine how employees will be evaluated and
  check the appropriate boxes
• Important to let employees know what methods will
  be used to evaluate them
• Add additional methods of evaluation as necessary

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Bringing It All Together

• Overall annual competency level and ratings are
  on one page
• Transfer the overall Key Responsibility rating
  into the appropriate space
• Transfer the overall Competency rating into the
  appropriate space
• Weight both ratings equally to determine the
  final overall annual rating, and check the
  appropriate box
• Copy the summary annual competency level into the
  appropriate space

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Bringing It All Together, contd

• Performance improvement plans
• Required for any Key Responsibility or Competency
  that falls below a Good (3) rating or fails to
  meet documented expectations at any time
• Career development plans
• Document voluntary training or activities
  (classes, certification training, licensing,
  mentoring programs) that will enhance the
  employees ability to do his or her job more
  effectively or broaden his or her skill set
• Signatures page
• Located on the front page of the document

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Focus Forward

• An optional planning tool for the coming year
• Designed to help supervisors engage in a targeted
  discussion with employees about where their
  time/resources should be focused in the upcoming
  performance cycle
• Plot Key Responsibilities and Competencies on the
  graph
• Plot according to current rating and level of
  importance for the upcoming year
• This provides a visual perspective on what work
  will be most important for next year, and where
  the employee should focus or refocus efforts

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Focus Forward (Example)
Possible discussion points
Verbal Communication
A Most important work need to improve skills/
performance
B
A
Office Technology
B Most important work continue to develop skills
C Less important work focus less energy on
these items
D
C
D Less important work consider reassigning or
redesigning work
Budget
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Training

• 19 general Career-Banding overview sessions
• Brief overview of the new form
• Presentation and detailed notes available for
  everyone online
• 12 open enrollment courses on banded work plan
  development
• Detailed information and examples
• One class per week beginning in August and
  continuing through the fall
• Over 250 supervisors trained in depth on the new
  form
• Custom support is always available through
  Employee Relations

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Contacts

• Heather Boyce
• Performance Management Program Coordinator
• 513-0700
• Heather_Boyce_at_ncsu.edu
• Galen Jones
• Assistant Director, Employee Relations
• 515-4300
• Galen_Jones_at_ncsu.edu
• Employee Relations
• 515-6575
• Employee_Relations_at_ncsu.edu