Posted on November 15, 2018
2018 Performance Review
The purpose of this communication is twofold:
The value of performance management and amendments to the rating scale
Roadshows were held per department and faculty to raise awareness around the importance of ongoing conversations as part of the performance management process. The roadshows included announcements about how the technology has been made more user-friendly, and a simplification in rating scale.
Here is a comparison of the old and new rating scale:
|
Old: 5 (9) point assessment |
New: 3 categories |
|
|
5 |
Exceptional/Significantly exceeds expectations |
Exceed |
|
4 |
Very good/Exceeds expectations
|
|
|
Perform |
||
|
3 |
Meets expectations |
|
|
2 |
Meets some expectations/Developing in role/Improvement needed |
Improve |
|
1 |
Did not meet most or all expectations/ Poor/Unsatisfactory |
|
Performance reviews for 2018
The process consists of the following steps:
|
Step |
Importance |
|
To ensure that both manager and employee refer to the same performance agreement during the review |
|
To ensure that we allow time for the conversation to take place in private and both parties have adequate time to prepare |
|
To ensure that a meaningful and comprehensive two-way conversation takes place |
|
To share views and reflect on the past year’s success, challenges, learnings, ideas and plans for improvement and development |
|
For accurate record-keeping and providing an audit trail |
To ensure fairness of ratings, a process to ensure alignment of individual and institutional ratings will also be introduced this year.
PeopleSoft guides and tutorial videos can be found by clicking on this link:
The due date for performance reviews to be completed is 15 February 2019.
We wish you robust and meaningful performance review conversations.
Should you require any further support please do not hesitate to contact your HR Business Partner.
Ms Sovashni Hefele
Director: Department of Human Resources
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