Performance Management

IANR HR Author

02/03/2017 Added

232 Plays

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Becky Carter and Ashley Bjornsen of IANR HR go over the Performance Management process.

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[00:00:05.100]Hi, I'm Ashley Bjornsen.
[00:00:06.830]And I'm Becky Carter.
[00:00:07.865]And we're with the IANR human resources team,
[00:00:10.102]and we're here today to talk to you
[00:00:11.503]about our performance management process,
[00:00:13.474]which is really designed to enhance employee performance
[00:00:16.284]and engagement at IANR.
[00:00:18.194]Throughout our time together today,
[00:00:19.532]we'll be talking in detail about
[00:00:21.018]the performance management process at IANR
[00:00:23.356]and what the employee and supervisor role will be
[00:00:25.831]in the conversations.
[00:00:27.302]We also have an online system called Reviewsnap
[00:00:29.857]that will be used to document two conversations
[00:00:32.357]throughout the year.
[00:00:33.446]So we'll do a tutorial of that system,
[00:00:35.366]and show you where you can find additional resources.
[00:00:37.913]At the end, we'll leave you with some next steps to complete
[00:00:41.194]following our training today.
[00:00:43.241]To get started, we'd like to give you some background
[00:00:45.199]on IANR human resources and how we're approaching
[00:00:48.230]performance management at IANR.
[00:00:50.802]Our IANR human resources team is here to help ensure
[00:00:54.664]that we create and maintain a culture
[00:00:56.958]where all people thrive and excel.
[00:00:59.136]We want IANR to be a great place to work.
[00:01:01.908]To accomplish this, we operate with three
[00:01:04.126]critical pillars in mind.
[00:01:05.965]The first is align to our mission.
[00:01:09.159]We want all of our employees to understand how they fit
[00:01:11.637]into the bigger picture
[00:01:12.939]and how their position contributes to IANR and UNL overall.
[00:01:17.638]Our second pillar is foster a spirit of collaboration.
[00:01:20.824]We know that we do our best work when we're working
[00:01:23.278]side by side and valuing each other's work
[00:01:25.982]and contributions.
[00:01:27.606]We continue to look for ways to break down barriers
[00:01:29.807]and collaborate across staff, faculty, and students.
[00:01:34.044]Finally, we want to ensure that we're promoting
[00:01:36.394]a strengths-based environment across IANR.
[00:01:39.636]This really is the overarching theme of all of our work.
[00:01:43.094]We promote engagement by allowing our people
[00:01:45.065]to do what they do best everyday.
[00:01:47.249]When people are operating in their strength zone,
[00:01:49.665]they're more energized and excited about their work,
[00:01:52.282]and therefore, make a bigger impact on their performance
[00:01:55.249]and the overall mission for IANR.
[00:02:00.835]All this goes to IANR culture,
[00:02:03.188]where staff will feel empowered and engaged
[00:02:06.574]and being able to bring more innovation to their work.
[00:02:10.378]As an employee of IANR, you will have access
[00:02:13.625]to all of the human resources
[00:02:14.842]and payroll services we provide.
[00:02:17.106]We provide traditional HR services,
[00:02:19.221]such as recruitment and selection,
[00:02:21.210]classification and compensation,
[00:02:23.130]and payroll, and appointment management.
[00:02:25.943]However, following our first ever staff climate survey,
[00:02:29.039]conducted in January of 2015,
[00:02:31.344]we expanded our services to include more resources
[00:02:34.623]and programs for our staff and supervisors
[00:02:37.391]that are focused on overall culture and engagement.
[00:02:41.275]We now offer resources in the areas of onboarding
[00:02:43.660]for new employees, performance management,
[00:02:46.364]which we're here to talk about today,
[00:02:48.516]rewards and recognition, which has big part to play
[00:02:51.103]in performance management, employee relations,
[00:02:53.992]and learning and development.
[00:02:56.257]You will notice this colorful logo and the word inspire.
[00:02:59.283]This is our name for this focused effort
[00:03:01.163]on our staff and the resources we provide.
[00:03:04.565]Our human resources team is here to support you
[00:03:06.933]however we can, so please,
[00:03:08.876]take the time to explore programs and processes
[00:03:11.582]we have available for you.
[00:03:15.106]Let's talk specifically about performance management
[00:03:17.769]at IANR.
[00:03:19.874]It's critical for us to ensure that
[00:03:21.521]our performance management process is simple and efficient
[00:03:25.245]and that the process itself is employee-driven.
[00:03:27.944]You'll see as we talk about the performance conversations
[00:03:30.601]that these discussions really allow employees
[00:03:32.814]to take ownership of the conversations and ensure
[00:03:35.422]they have the right avenue and opportunity
[00:03:37.714]to talk about the things that are critical to them.
[00:03:41.231]The performance conversations allow us to build
[00:03:43.370]consistency across IANR,
[00:03:45.722]but we know that we have employees in various positions,
[00:03:48.513]including in fields, in labs, working in offices all day,
[00:03:52.442]so the structure of the conversations allows us
[00:03:54.767]some flexibility to ensure that it works
[00:03:57.384]no matter what your position is within IANR.
[00:04:00.595]Above all, we need our performance management process
[00:04:03.576]to promote open and ongoing communication
[00:04:06.328]between employees and their supervisor,
[00:04:08.384]which really allows for building a culture of transparency.
[00:04:12.500]We also know that priorities shift throughout the year.
[00:04:14.868]So having frequent discussions allows employees
[00:04:17.444]to revisit and adjust goals as necessary as things change.
[00:04:21.856]All of these pieces are really intended to keep employees
[00:04:24.447]on track, motivated, and engaged in the work they're doing
[00:04:27.725]throughout the year.
[00:04:30.534]I won't go through this entire slide,
[00:04:32.104]but I think it's important to show the evolution
[00:04:34.290]of traditional annual performance evaluations,
[00:04:37.047]where we've been and where we're really trying to go
[00:04:39.455]with performance management at IANR.
[00:04:41.935]If we think about traditional performance evaluations,
[00:04:44.608]it's typically been a scorecard evaluation
[00:04:46.864]completed one time a year for budget requirements.
[00:04:50.241]The process was cumbersome, inefficient,
[00:04:52.791]and demotivating for employees.
[00:04:55.407]At IANR, our two-time a year performance conversations
[00:04:58.679]are really designed to enhance employee performance
[00:05:01.735]by focusing on what you're good at.
[00:05:03.732]By looking at your talents and strengths
[00:05:05.612]and identifying opportunities for you to use those talents
[00:05:08.476]more frequently in the work that you do each day.
[00:05:11.660]You'll also receive real-time frequent feedback
[00:05:14.347]from your supervisor, which leads to enhanced performance
[00:05:17.428]and productivity.
[00:05:20.252]As an employee at IANR, you will engage in a face-to-face
[00:05:23.699]performance conversation with your supervisor
[00:05:25.943]two times a year.
[00:05:27.687]These conversations are centered around
[00:05:29.792]five open-ended questions that we will cover
[00:05:32.304]in more detail in just a minute.
[00:05:35.031]Let's talk about how this process will actually work.
[00:05:37.974]As the employee, you will schedule the time
[00:05:39.954]with your supervisor for your performance conversations.
[00:05:43.568]Prior to your face-to-face conversation,
[00:05:45.816]both you and your supervisor will prepare for
[00:05:48.239]the discussion by making notes of any relevant
[00:05:50.856]or critical pieces of information you wanna be sure
[00:05:53.167]to discuss.
[00:05:54.745]Then, your face-to-face conversation will take place.
[00:05:57.923]This conversation could range anywhere between
[00:06:00.297]30 minutes to an hour, depending how frequently
[00:06:02.888]you connect with your supervisor.
[00:06:06.193]Following that face-to-face discussion,
[00:06:08.207]as the employee, you will summarize the conversation
[00:06:10.982]online in our system called Reviewsnap.
[00:06:13.766]We'll take a look at Reviewsnap here shortly.
[00:06:16.953]You will summarize the conversation online,
[00:06:19.519]and then send that form to your supervisor,
[00:06:21.991]who will be able to review your comments
[00:06:23.974]and add any additional comments before the conversation
[00:06:26.501]summary is finalized.
[00:06:29.805]We mentioned that these conversations will happen
[00:06:31.614]two times a year, once in the spring and once in the fall.
[00:06:35.442]You'll sit down and have your face-to-face discussion
[00:06:38.518]in the spring, and then document the conversation
[00:06:40.515]online in our system called Reviewsnap
[00:06:43.291]sometime between the beginning of February
[00:06:45.276]and the end of April.
[00:06:46.843]You'll do the same in the fall, and document
[00:06:48.772]the discussion between the beginning of September
[00:06:51.316]and the end of November.
[00:06:53.580]These conversations are really intended to inform
[00:06:56.331]your year-end merit increase.
[00:06:59.677]Merit increases take effect July 1
[00:07:02.403]following the previous year,
[00:07:04.313]and the process itself is really driven
[00:07:05.998]by our budget office.
[00:07:07.782]Your manager will use the information discussed
[00:07:10.270]in your performance conversations, along with their
[00:07:12.640]personal observations and their discretion
[00:07:15.013]as a manager, to recommend the appropriate annual
[00:07:17.805]merit increase.
[00:07:20.190]The performance conversations are really centered
[00:07:22.234]around five open-ended questions.
[00:07:24.583]The questions are,
[00:07:25.725]what accomplishments have you had
[00:07:27.118]since the last time we've met?
[00:07:29.817]What will you accomplish before the next time we meet?
[00:07:33.121]What are your natural strengths and talents?
[00:07:34.803]And how can you further utilize these in your job
[00:07:36.959]and within our team?
[00:07:38.999]What challenges are you facing today?
[00:07:41.271]And how, as your manager, can I help you be at your best?
[00:07:44.792]The intent of these questions is to ensure
[00:07:46.306]that both employees and supervisors have an opportunity
[00:07:49.018]to align on expectations, discuss any upcoming priorities,
[00:07:52.500]and get ahead of any potential challenges or barriers.
[00:07:56.318]These questions will help facilitate open and honest
[00:07:58.750]dialogue between employees and supervisors.
[00:08:01.528]We'll be discussing these questions in more detail.
[00:08:04.053]But we wanted to let you know that we have created
[00:08:06.013]some conversation guides, that will help you prepare
[00:08:08.418]for these conversations, that are located
[00:08:10.190]out on our website.
[00:08:11.348]Ianrhr.unl.edu
[00:08:16.120]The first question, what accomplishments have you had
[00:08:18.287]since the last time we met,
[00:08:19.807]is really your chance to kind of look
[00:08:21.052]in the rearview mirror and highlight any big bucket items
[00:08:24.474]that you've accomplished in the past six months.
[00:08:26.547]Really focusing on those projects that have had
[00:08:28.569]this significant impact or that you're most proud
[00:08:31.289]of accomplishing.
[00:08:32.601]You wanna keep it simple.
[00:08:33.626]You don't wanna list every single thing
[00:08:35.016]that you've done in the past six months,
[00:08:36.727]but really those big-ticket items.
[00:08:38.984]If you're a supervisor, this is really your opportunity
[00:08:41.584]to provide recognition for your employees
[00:08:44.613]and let them know how their contributions
[00:08:46.190]have made an impact.
[00:08:48.245]The second question is, really, that look forward.
[00:08:51.526]What will you accomplish before the next time we meet?
[00:08:53.918]Really thinking ahead to the next six months.
[00:08:56.454]What things will you be working on?
[00:08:57.742]What are your priorities?
[00:08:59.206]You don't have to list everything that you'll be doing,
[00:09:01.133]but what are those projects and tasks that will require
[00:09:03.054]most of your time and have the biggest impact.
[00:09:05.774]We like to think of these sessions as kind of
[00:09:07.750]work strategy sessions between employees and supervisors
[00:09:10.686]to really align on expectations and clarify priorities
[00:09:14.550]for going forward.
[00:09:16.206]It's important to remember that this process
[00:09:17.757]needs to be flexible.
[00:09:19.174]The goals and priorities can be adjusted
[00:09:20.886]throughout the year as priorities shift.
[00:09:24.229]The third question, what are your natural strengths
[00:09:26.175]and talents and how can you further utilize these
[00:09:28.331]in your job and within our team, is getting to that
[00:09:31.012]third pillar of promoting a strengths-based environment.
[00:09:34.192]We wanna know where you flourish as an employee
[00:09:36.683]and how we can tap in to what you do best every day.
[00:09:39.476]We wanna make sure our employees feel invested
[00:09:41.356]and feel appreciated for what they bring
[00:09:43.348]and do naturally well.
[00:09:45.494]As you have these conversations,
[00:09:46.861]this question is going to evolve.
[00:09:48.860]Your natural strengths and talents
[00:09:50.059]are going to change over time.
[00:09:52.208]So it's really more that second part of the question.
[00:09:54.397]How can you further utilize these in your job
[00:09:56.516]and within our team?
[00:09:58.031]And also, how could we further invest in what you do well
[00:10:01.412]and how you can learn to do it better?
[00:10:03.907]Supervisors, this is really your opportunity
[00:10:06.009]to let your employees know what you value in them,
[00:10:09.460]what you see their natural strengths and talents are.
[00:10:11.821]And open up that conversation to really further utilize
[00:10:14.397]these on your team.
[00:10:16.453]The fourth questions is what challenges
[00:10:17.988]are you facing today?
[00:10:19.524]This is really your opportunity to tell your supervisor
[00:10:22.156]anything that's keeping your from performing at your best.
[00:10:25.703]Perhaps you're having a tough time prioritizing your work.
[00:10:28.565]Or you're facing a communication issue with a group
[00:10:30.653]you're working with.
[00:10:31.992]Whatever the case might be, this is your undivided time
[00:10:34.796]with your supervisor to constructively bring up
[00:10:37.647]any challenges you might be facing
[00:10:39.758]and brainstorm solutions together.
[00:10:42.693]Challenges in our job are hard to talk about.
[00:10:44.741]But we're encouraging employees to come to the conversation
[00:10:47.127]with something.
[00:10:48.308]Big or small, there's something in your job
[00:10:50.517]that could be better to enable you to perform
[00:10:52.524]at your best.
[00:10:54.357]The last question, how can I help you be your best,
[00:10:56.565]is really your chance to tell your supervisor
[00:10:58.982]what he or she can do to help you perform
[00:11:01.108]your best job every day.
[00:11:03.308]Perhaps you need more guidance on a project
[00:11:04.879]that's been assigned to you.
[00:11:06.215]Or you need more frequent interaction just to touch base.
[00:11:09.230]Again, come to this conversation with something.
[00:11:11.917]And let your supervisor know what actions they can take
[00:11:14.793]to best support you.
[00:11:16.888]If you're looking for more guidance on framing up
[00:11:18.801]your performance conversations, we're very fortunate at IANR
[00:11:22.114]to have a dedicated employee relations specialist,
[00:11:24.966]Rachel Szelag, who is available to provide
[00:11:27.213]confidential consultation and facilitation
[00:11:30.048]and help you work through any conflicts
[00:11:32.190]or workplace situations that you may be facing.
[00:11:35.944]In just a moment, we're going to log into
[00:11:37.514]our online system, Reviewsnap, and show you how you will
[00:11:40.202]document these conversations online.
[00:11:42.474]Before we do that, let's recap both the role
[00:11:44.877]of the employee and manager in the
[00:11:47.125]performance management conversations.
[00:11:49.797]As the employee, a reminder that you will schedule
[00:11:52.422]the conversation with your manager.
[00:11:54.773]You will prepare for the discussion by taking notes
[00:11:57.286]or just thinking about responses
[00:11:59.217]to each of the five questions.
[00:12:01.078]During the performance discussions, be open and honest.
[00:12:04.675]We firmly believe that you will get out of this process
[00:12:07.123]what you put into it.
[00:12:08.894]And then following the conversations,
[00:12:10.499]you will summarize in Reviewsnap and advance
[00:12:12.792]the conversation summary to your manager.
[00:12:17.200]Your manager will also prepare for the discussion
[00:12:19.537]by taking notes or thinking about
[00:12:21.066]responses to the questions.
[00:12:23.025]And during the discussion, he or she will provide
[00:12:25.456]honest feedback on your performance and recognition
[00:12:28.201]for your accomplishment.
[00:12:30.242]The manager will review the employee's summary in Reviewsnap
[00:12:33.417]and add their own comments.
[00:12:35.032]They will finalize the form when it's complete.
[00:12:38.613]They will also use these conversation summaries,
[00:12:40.896]their personal observations, and discretion
[00:12:43.462]as input for the annual merit increase.
[00:12:47.254]Following each performance conversation
[00:12:49.028]with your supervisor, you will document the discussion
[00:12:51.439]online in our system called Reviewsnap.
[00:12:53.909]To help you get more familiar with the system,
[00:12:54.742]we're now going to do a quick tutorial.
[00:12:56.094]You will access Reviewsnap from our human resources site
[00:12:58.967]or from reviewsnap.com.
[00:13:02.221]From there, you will click this yellow client login button.
[00:13:04.931]And you will log in using your UNL email address
[00:13:08.737]and a default password of Password1.
[00:13:11.859]The first screen you'll see when you log in to the system
[00:13:14.722]is a prompt to set your password
[00:13:17.091]to something more secure.
[00:13:18.555]For purposes of this tutorial, we'll say the face-to-face
[00:13:20.539]conversation between the employee and supervisor
[00:13:23.139]has just taken place.
[00:13:25.835]And the employee is logging in to document
[00:13:29.250]the conversation online.
[00:13:30.921]From the home page of Reviewsnap,
[00:13:33.504]you will clack manage reviews on the top left corner
[00:13:36.210]of your screen.
[00:13:39.774]Your employee profile will load.
[00:13:41.796]We've loaded just basic information about each employee,
[00:13:44.596]including your name, email address,
[00:13:46.736]and your direct supervisor.
[00:13:50.176]To initiate your conversation summary,
[00:13:52.199]you will click this create or complete a review button.
[00:13:57.369]From the dropdown, you will select the review period
[00:14:00.285]for the conversation that's just taken place.
[00:14:02.617]We will either have a spring conversation template
[00:14:05.769]or a fall template depending on the time of the year.
[00:14:08.802]There's also an optional performance conversation
[00:14:11.337]if you have choose to have a conversation outside
[00:14:13.634]the timeframes of the spring or fall review periods.
[00:14:17.347]For purposes of this, we'll click on spring 2016.
[00:14:22.549]Next, it will ask you to select a template.
[00:14:24.938]There will always only be one option,
[00:14:26.870]your performance conversation.
[00:14:31.059]From here, you can print a blank evaluation form
[00:14:34.065]if you're just looking for a document with
[00:14:35.604]the five questions and spaces to take notes
[00:14:38.117]prior to your discussion.
[00:14:39.901]Otherwise, to launch your performance conversation summary,
[00:14:42.822]click continue.
[00:14:47.668]Your performance conversation summary form has loaded.
[00:14:51.345]This form is structured so that it lists the five questions
[00:14:54.058]that we covered and space for you to document
[00:14:56.618]what you talked about related to each of those questions.
[00:15:00.049]We would encourage you to keep this as simple as possible.
[00:15:02.685]You can add a few bullet points or type paragraphs
[00:15:05.493]depending on your style,
[00:15:06.997]as long as it reflects the discussion that took place.
[00:15:09.991]You will be required to put something in each
[00:15:12.292]of the five text boxes.
[00:15:15.235]So I will go ahead and just copy and paste
[00:15:18.723]into each of the five spaces here.
[00:15:27.943]At the bottom of your form, you have a few options.
[00:15:30.232]You can save periodically as you're typing your summary.
[00:15:33.422]Or if you get pulled away and don't have time to finish
[00:15:35.902]completely, you can click save and exit,
[00:15:38.278]and come back at a later time
[00:15:39.521]and pick up where you left off.
[00:15:41.609]We've entered our comments for each of the five questions,
[00:15:44.235]so we'll click next.
[00:15:46.411]Each of the five text boxes will go through a spellcheck
[00:15:49.673]and an Authoricheck.
[00:15:50.938]The Authoricheck is a built-in legal scan
[00:15:52.970]that will recommend you use a different word
[00:15:55.289]if it flags anything as discriminatory.
[00:15:59.394]You have an option to put in overall comments.
[00:16:03.387]If there's something you talked about with your supervisor
[00:16:06.036]that falls outside the scope of those five open-ended
[00:16:08.452]questions, you can capture it here.
[00:16:11.471]After you've put in your overall comments, we'll click next.
[00:16:17.764]And your last step as an employee will say,
[00:16:20.196]click here to hand this review off to your manager.
[00:16:23.020]At that point, your supervisor will receive an email
[00:16:26.118]that says there has been a status change to the form,
[00:16:29.198]and they will know to go in and look at your comments
[00:16:31.966]zand add anything additional.
[00:16:34.159]Once your manager has put in their comment,
[00:16:36.173]you will receive an email as the employee,
[00:16:41.799]that your manager has input.
[00:16:44.478]Once you've had a chance to look at the comment,
[00:16:46.246]your supervisor will sign off on the form,
[00:16:48.385]and your form will be finalized.
[00:16:54.988]We can see that I've handed this review
[00:16:56.356]off to my supervisor, and it's now in her hands.
[00:16:59.300]She will review my comments and add her own.
[00:17:03.671]We're now logged in as the supervisor
[00:17:05.592]to show what the performance conversation summary
[00:17:07.800]will look like after the employee has input their comments.
[00:17:11.429]Supervisors will click the manage employees link.
[00:17:16.695]From this dropdown, supervisors can see every employee
[00:17:19.871]that reports up through them.
[00:17:22.754]We wanna complete the performance conversation
[00:17:24.535]for Brady Employee, so we'll click Brady's name.
[00:17:28.518]Here, we'll click create or complete a review.
[00:17:33.376]We can see that the spring 2016 review is in progress.
[00:17:37.822]Supervisors can view to print a PDF
[00:17:40.637]of the employee's comments.
[00:17:42.523]Or they can click on continue, which will open
[00:17:44.481]the conversation summary form.
[00:17:47.418]The form looks very similar for an employee.
[00:17:49.866]The one key piece for supervisors to keep in mind
[00:17:52.850]is that there is a plus button next to each
[00:17:55.025]of the five questions.
[00:17:56.913]Clicking that plus will expand the box so you can see
[00:18:00.360]the employee's comments below.
[00:18:02.616]Supervisors cannot edit or change anything
[00:18:05.142]that the employee has input.
[00:18:07.366]They will use the text boxes to elaborate or clarify
[00:18:10.776]as needed, or just to agree with the employee's comments
[00:18:13.376]if they summarized the conversation appropriately.
[00:18:16.909]Supervisors, your comments could be pretty minimal
[00:18:19.108]at this point.
[00:18:19.997]If your employee has effectively recapped the discussion,
[00:18:22.715]you can use this space to agree with the comments
[00:18:25.148]that they have input.
[00:18:37.010]I'm putting comments in each of the five boxes.
[00:18:39.643]And supervisors, you also have an opportunity
[00:18:41.938]to save as you go or save and exit.
[00:18:44.811]To finish this out, we'll click next.
[00:18:57.074]Supervisors also have an overall comments box as an option.
[00:19:10.947]Supervisors will click click here to mark this review
[00:19:13.786]ready for signatures.
[00:19:18.460]Your name will be checked, and you will click
[00:19:20.227]the submit button, showing that you sign off on this review,
[00:19:23.702]and everything that the employee has captured
[00:19:25.751]in their conversation summary is accurate.
[00:19:29.604]Once a supervisor has clicked submit,
[00:19:31.564]the employee will receive an email so they can go in
[00:19:34.284]and review the manager's comments.
[00:19:36.740]The last step will be for the supervisor to put an
[00:19:38.891]electronic signature on the form.
[00:19:42.323]For supervisors to put in their e-signature,
[00:19:44.365]you will just type in your name,
[00:19:45.971]and click the sign button.
[00:19:48.984]If we go back to Brady Employee's profile,
[00:19:51.593]we now have a link here that says view completed reviews.
[00:19:55.257]By clicking on that, we can pull up
[00:19:57.648]previous performance conversation summaries.
[00:20:00.144]Your history of conversation summaries will build here,
[00:20:02.888]and you'll always be able to go back and pull up
[00:20:04.883]previous discussion summaries.
[00:20:07.232]These will be available to both the employee
[00:20:09.328]and the supervisor.
[00:20:10.992]Our contact information for IANR human resources
[00:20:13.989]is available on every screen.
[00:20:15.424]You can email us or call us if you have any questions
[00:20:18.231]while navigating through Reviewsnap.
[00:20:21.464]We've covered a lot of information related to our
[00:20:23.395]performance management process,
[00:20:24.711]so we wanna show you where you can find
[00:20:26.138]some additional resources that will be very helpful
[00:20:28.793]for you as you engage in these discussions.
[00:20:31.878]Our IANR human resources website is
[00:20:34.447]ianrhr.unl.edu.
[00:20:38.651]This is the homepage of our website.
[00:20:41.300]From here, you can click on HR and payroll services,
[00:20:45.895]and then performance management.
[00:20:47.804]On our performance management page,
[00:20:49.924]we have created a toolbox
[00:20:52.778]with all the performance management resources
[00:20:55.558]that are relevant
[00:20:56.407]for both supervisors and employees.
[00:20:58.629]There's a guide with screenshots
[00:21:00.670]to navigating Reviewsnap, which covers the information
[00:21:03.289]in the tutorial we just did.
[00:21:05.497]We also have an IANR performance management
[00:21:07.568]conversation guide that contains information related to
[00:21:10.410]each of the five questions that will help you
[00:21:12.321]successfully prepare for the conversations.
[00:21:15.862]Also on this screen, you will find a login to
[00:21:18.222]the Reviewsnap system as well as a reminder on your
[00:21:21.318]user name and password.
[00:21:23.415]Any information related to performance management
[00:21:25.975]can be found on this website.
[00:21:27.638]If you have additional questions, feel free
[00:21:29.623]to reach out to your IANR research team.
[00:21:33.280]We hope you'll find a lot of value in IANR's
[00:21:35.673]performance conversations.
[00:21:37.648]Participating in these conversations really allows
[00:21:39.808]for giving you opportunity for clarity and direction
[00:21:43.300]and being able to know where you stand.
[00:21:46.215]All in all, we really wanted to provide the opporunity
[00:21:48.036]for you to do your best work here at IANR.
[00:21:51.715]Your next step after completing this training
[00:21:53.524]is really talk with your supervisor and discuss
[00:21:56.005]when your first conversation will take place.
[00:21:58.476]You can find all of our performance management
[00:22:00.333]resources located on our website,
[00:22:02.605]at ianrhr.unl.edu.
[00:22:06.107]If you have any questions about this process,
[00:22:08.236]please email our human resources team
[00:22:10.182]at ianrhr@unl.edu.

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Performance Management

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