性能管理常见问题
一般常见问题
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如何更新列出的经理或职位名称?
联系你的预算/商务官员.
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我是一名兼职福利职员. 我需要完成绩效评估吗?
是的, all benefitted staff are expected to complete a performance review each year in order to be merit-eligible.
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如何使用Talent@DU平台?
检查 Talent@DU 和 绩效管理 详情网页. 如果你还有问题,请发邮件 performancemanagement@ourmixologist.com 向绩效管理团队寻求帮助.
- 我的用户名和密码是什么Talent@DU?
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如何重置密码或更改用户名?
请联系IT帮助台303-871-4700帮助您重置密码, 验证您的电子邮件地址, 或者修复登录错误.
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休假员工是否需要进行绩效评估?
Employees on leave during the appraisal timeframe are 不 required to complete their reviews in order to maintain merit eligibility. 如果可能的话, 然而, a review should be conducted ahead of time or upon the employee's return — it is best practice to provide all employees with fair 和 comprehensive performance reviews.
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我今年要退休了. 我需要完成绩效评估吗?
No. 欢迎员工, 但不是必需的, 在他们退休那年完成绩效评估.
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我在哪里可以找到现在向我汇报工作的员工过去的绩效评估?
要查找这些评论,请登录 Talent@DU 并在导航菜单中选择“通用配置文件”. Under the section called "Team," choose the employee whose past reviews you would like to view. 在员工配置文件下,选择“快照”,然后选择“评论”框." This should bring up a page from which you can access the employee's past performance plans 和 reviews.
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我应该知道哪些绩效管理的关键术语?
- 工作目标 -从这个问题开始, 为了成功,今年我需要做些什么? Goals should be specific, measurable, achievable, results-focused, 和 time-bound (SMART). 这些是工作绩效的结果和可交付成果, 用于量化对环境的总体贡献 使命、愿景和价值观 大学校长. Achievement of job goals 和 objectives will be rated during each employee's yearly performance review.
- 能力 – Employees are accountable for demonstrating each of the five competencies — work quality, 倡议, 沟通, 可靠性, 以及包容性——当他们努力实现自己的工作目标时. Demonstration of the five competencies will be rated during each employees yearly performance review.
- 专业发展 -专业发展提高员工在当前角色中的表现, 并预测员工角色的未来需求, 同时考虑员工的职业抱负. 专业发展旨在支持发展工作, 而且在年度绩效评估中也没有评级.
- 培训 -培训项目和服务可通过 人的发展 人力资源部 & 包容的社会. 登录 Talent@DU 并选择“添加培训”以查看选项列表.
- 动作步骤 —自定义动作步骤, professional development activities meant to support employees' professional development objectives.
- 对齐 – All employees are encouraged to select goals 和 objectives that align with the five competencies 和 the divisional goals set by their managers.
- 赋值 – Managers are encouraged to assign their employees job goals 和 objectives that align with the five competencies 和 their divisional goals.
性能规划常见问题
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我如何写我的工作目标和目的?
从这个问题开始, 为了成功,今年我需要做些什么? Goals should be specific, measurable, achievable, results-focused, 和 time-bound (SMART). 这些是工作绩效的结果和可交付成果, 用于量化对环境的总体贡献 使命、愿景和价值观 大学校长. Achievement of job goals 和 objectives will be rated during each employee's yearly performance review.
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Must employees align their job goals 和 objectives with divisional goals 和 the five competencies?
HRIC has asked leaders to enter divisional goals that align with the five competencies. Employees are encouraged to set job goals 和 objectives that each align with these divisional goals, 以及五项能力中的至少一项. 然而, 对于与五种能力中的任何一种都不一致的工作目标, 表单在下拉菜单中包含一个“N/A”选项.
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我如何搜索主管或部门的目标?
在创建目标时 Talent@DU, 选择“对齐," 和 then use the search bar to search for the name of your manager or division leader. 有关分步说明,请参阅第4页 员工绩效规划用户指南.
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我如何搜索其他团队成员的目标?
在创建目标时 Talent@DU, 选择“对齐," 和 then use the search bar to search for the name of your team member. 有关分步说明,请参阅第4页 员工绩效规划用户指南.
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如果我的部门领导没有制定部门目标怎么办?
It is ideal for leaders to set divisional goals that can be used to shape 和 guide individual goals. 在没有部门目标的情况下, please consult with your manager for guidance 和 direction about strategic alignment of your goals 和 objectives.
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在业绩规划年度,我担任了一个临时角色. 这将如何影响我的工作目标?
我们鼓励你与你的主管讨论临时职责, 和 aim to set job goals 和 objectives flexible enough to both reflect your current role 和 change along with it.
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如果我需要别人帮我设定工作目标呢?
We recommend referencing your job description (which can be provided by HR) 和 talking with your manager. 你也可以参考团队和部门的目标, 每个目标都可以与五种能力中的一种相对应.
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我应该把我的工作描述附在我的绩效计划上吗? 我的经理能看到吗?
Attaching your job description can help with performance planning by clarifying expectations 和 scope of work. 您附加到绩效计划中的任何项目对您的经理都是可见的.
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How can I make edits, modifications, or other changes to my job goals 和 objectives?
Job goals 和 objectives are a dynamic function that can be modified throughout the year to reflect changing priorities. 有关如何这样做的分步说明,请参见 这个文档.
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我是一名被分配了工作目标的教员. 我该怎么办??
作为一名教员,你是否被分配了工作目标, 很可能是你的部门领导为整个单位设定了目标. 你应该 不 完成绩效计划或绩效评估 Talent@DU. 这将在Activity Insight中完成.
如果你收到一封邮件通知说你已经被分配了目标, 你不需要采取任何行动. 请电子邮件 performancemanagement@ourmixologist.com 有问题吗?.
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什么时候对我的工作目标进行评估?
Final evaluation of job goals 和 objectives will occur during your year-end performance review.
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我可以更改工作目标的开始和截止日期吗?
开始和截止日期 Talent@DU 是否默认为业绩周期年. You are welcome to change these dates to better reflect the reality of your job goals 和 objectives.
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我的工作目标和目的可以是未来的吗?
开始和截止日期 Talent@DU 是否默认为业绩周期年. You are welcome to change these dates to better reflect the reality of your job goals 和 objectives. Setting a future due date will cause the goal or objective to appear on every performance plan 和 performance review until the due date is reached.
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What is the difference between development objectives 和 future/career development objectives?
发展 objectives are focused on short-term goals related to your current role; future/career development objectives are focused on long-term career goals.
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为什么在提交绩效计划的第一部分后我看不到我的目标?
一旦你提交了你的目标, they will 不 be viewable until your manager approves them 和 you complete the employee acknowledgment. 之后,它们将可以从 Talent@DU 主页.
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如果无法访问Talent@DU,如何完成性能规划流程?
您可以以Word文档的形式完成表单. 电子邮件 performancemanagement@ourmixologist.com 有关详细信息,. Please also inform your manager that you will be using 这个文档 to complete performance planning.
的 平等机会办公室和教育法第九条 还能提供可访问性选项的支持吗. 电子邮件 titleix@ourmixologist.com 有关详细信息,.
季度登记常见问题
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是否需要每季度登记一次?
不,但他们被强烈鼓励.
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我是否需要在绩效计划中记录每季度的报到情况?
不,但我们强烈鼓励这样做. 这样做的说明可以在 这个文档.
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谁发起季度登记?
Supervisors are responsible for initiating all steps of the performance management process, 包括性能规划, 季度签到, 以及年终绩效评估. 然而,主管或员工都可以发起季度检查.
性能检讨常见问题
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如果我的主管在过去的绩效周期中换了怎么办?
你应该联系你的经理,他有三个选择:
- 根据他们掌握的信息填写你的绩效评估
- Reach out to your past manager 和 fill out your review based on the information provided
- Assign your past manager as a co-planner to complete the performance review on your manager's behalf
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如何看待已完成的年终绩效考核?
您可以在 Talent@DU 打开右上方菜单,选择“性能”,,然后是“绩效评估”,,然后选中“显示已完成和过期任务”旁边的复选框."
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如果我找不到我的工作描述怎么办?
职位描述不位于 Talent@DU,但由个别单位保管. 向你的预算/商务官员和/或主管要一份副本. You are encouraged to attach your job description to both your performance plan 和 year-end performance review.
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How can I include documents demonstrating projects or work accomplished over the past year?
每个部分最多可以添加三个文档来分享过去的工作成就. 这些可以添加进去 Talent@DU 通过选择主页上的“你的目标”小部件, 从特定目标旁边的下拉菜单中选择“编辑”, 然后向下滚动到“附件”部分. 最大文件大小为1mb.
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我该如何评价自己与工作无关的能力?
这五种能力都适用于校园里的每一份工作. 想想你的客户是谁(内部/外部,同行/供应商等).),并将这些能力应用到你为他们所做的工作中.
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优先级改变了,我无法完成我的一个目标或目的. 我如何评价自己?
Rate yourself on the progress you made toward the specific goal or objective given your change in priorities.
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What if I changed roles this year 和 the goals on my appraisal form are from my old job?
Job goals 和 objectives are a dynamic function that can be modified throughout the year to reflect changing priorities. 您仍然可以参考在更改之前设定的目标所做的工作. While they may 不 be applicable to your current role, they can still be accounted for.
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如果我不同意经理的评价或评论怎么办?
作为绩效评估过程的一部分, 你和你的经理将举行一次经理-员工评估会议. This is your opportunity to discuss your performance 和 professional development work, 包括你的经理的评分和评论. 在这次会议之后, 你的经理会在审查上签字, 然后交给您签字. 如果你仍然不同意经理的评价或评论, you can select the "Decline to Sign" box on the final page 和 add your own comments.
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我如何知道我的绩效评估何时完成?
三步绩效评估流程在员工签字后完成. 一旦你输入你的名字并点击“提交”,你的审查就完成了. 要查看完整的表单,请从菜单的右上方选择“绩效评估” Talent@DU,然后选中“显示已完成和已过期的任务”旁边的框。.
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在向我的经理提交表格后,我可以更改我的自我评价评级吗?
如果你需要修改你的自我回顾, you can ask to have it returned to you by selecting "Reopen Step" after your manager opens the form in step 2. 这将把它发送回步骤1供您修改.