HR Development

introduction


Introduction

The 11 steps in the PeopleAdmin7 Performance Management module (hereafter referred to as PA7PM) serve to facilitate the four phases of the performance management process:

  • Planning (June 1 – Aug. 31)

  • Coaching & Feedback (Year-round)

  • Planned Check-Ins (Quarterly or Nov. 1 – Jan. 31)

  • Year End Reviews (March 1 – May 31)

This glossary provides definitions for key terms you will see in the PA7PM Module:

  • Development Need: A professional development need. (For example: attending a conference, earning a certificate, attending an HRD course)

  • Goal: A goal for an employee’s position. Goals should be S.M.A.R.T.: Specific, Measurable, Achievable, Relevant, and Timely. (For example: “I would like to cut department expenses by 10% by the end of the year.”)

  • Performance Updates: A feature that allows users to store documents or notes privately and/or share them with direct reports or supervisors.

  • Position Responsibility: Formerly known as “essential functions” on a job description. (For example: “Gathers feedback from stakeholders to continually update and improve course design and content.”)

  • Supporting Duty: Duties specific to your individual position. For example: “Uses Qualtrics to gather feedback from course participants, analyzes results and uses those to update and improve course designs, content and build additional eLearning offerings.”

  • Task: Steps in the PA7PM module for which an individual is responsible for.

  • Task Owner: The person who needs to complete or who has completed the step.

User Groups

  • Employees: All regular full-time and part-time employees at FTE .5 or greater.

  • Supervisors: Responsible for full-time and part-time direct reports who are to receive a performance evaluation.

  • HRLs/Alternate Reviewers: HR Liaisons or other designated reviewers.

  • 2nd Level Reviewers: A supervisor’s supervisor.

  • Chrome is the recommended browser.

  • Download the WalkMe extension for any browser at aub.ie/walkme.

  • To log in to the PA7PM module, navigate to the AU Access login page at https://auaccess.auburn.edu/.

  • All Auburn University employees have existing PeopleAdmin accounts, with few exceptions. In most cases there is no need to request a new account. Access to functions of the system are granted by division HR Liaisons and Auburn University Human Resources.

  • If additional access to functions of the system is needed, the request should be made through the division HR Liaison.

After logging in, from AU Access:

  1. Select the three blue dots in the top left corner.

  2. Under “OTHER TOOLS”, select "Employee Performance Management Portal."

After logging in, WalkMe will be available if you have the extension downloaded from aub.ie/walkme. You can access WalkMe at any time from the orange Performance Management Help button in the top right-hand corner of your screen, or the orange question mark in the bottom right-hand corner of your screen.

  • Use the Performance Management Help button to access general help anywhere along the process.

  • Click on the question mark to access specific help based on the step you are currently attempting to complete.

  • When using WalkMe, carefully read all the instructions and complete the action. The WalkMe bubble is pointing to where to take action. Example: WalkMe is instructing the user to click on the three dots

  • If a Next button is present, complete the action first, then click Next to continue

  • Clicking on the X will stop WalkMe guidance. Click on the Performance Management Help button or question mark to access guidance again.

A number of email notifications are automated by the PA7PM Module. If you have an action item/task to complete, you will receive an email notification. Additionally, you will receive a notification if:

  • An action item/task opens

  • An action item/task is overdue

  • An action item/task is due today

  • An action item/task is due in seven days

For questions, help using the PA7PM or WalkMe systems, or to report a technical issue, email hrddept@auburn.edu.

Visit the Project PeopleAdmin website at aub.ie/pa7 for additional resources.

planning


Planning

You will enter PeopleAdmin through your employee portal in AU Access. When you enter, you begin on your Homepage where you can access your available Action Items.

As the employee, you are the task owner for Step 1 – Employee Self-Planning (Optional). Talk with your supervisor about completing optional steps.

Note that Step 1: Employee Self-Planning has three parts.

Part 1

While it is a supervisor’s responsibility to create Performance Plans for their employees, receiving input from employees on their day-to-day work as well as some goals for their position is a great way to start planning for the performance year. The Employee Input Document* (hereafter referred to as EID) can be used for that purpose during both Step 1 – Employee Self Planning and Step 4: Employee Planned Check-in of the Performance Management Process. You should use the EID planning section to consider your role within the department, position responsibilities and supporting duties, current projects and development opportunities for the coming year.

Download the EID according to your needs:

  1. Standard Employee Input Document

  2. Academic Advisor Employee Input Document

* This step in the process is optional and may not be required by your supervisor. Additionally, this document may or may not be taken into consideration by your supervisor during Step 2 – Supervisor Creates Performance Plan.

Part 2

Click Performance Updates in the instructions or above the instructions in the “Home” bar to upload your EID as a Performance Update. (You may click to open Performance Updates in the same tab or right click to open in a new browser tab.)

Save the EID on your computer using the naming convention last name_first name_planning_year. (Ex: Petrie_George_planning_2020)

Upload your Planning EID as a Performance Update and share it with your supervisor. If you are not using WalkMe, see the Performance Updates Guide for how to upload your EID.

Part 3

To return to Step 1 – Employee Self Planning, navigate back to the previous Employee Performance Management tab in your browser or use the back button and then re-enter Step 1.

Select the blue "Complete" button at the bottom of Step 1.

Individual Evaluations

Remember that Step 1 is optional. If you have completed Step 1, your Overview should look like this screenshot.

As the supervisor, you will see your personal tasks, as well as those you are responsible for as a supervisor.

You are the task owner for Step 2 – Supervisor Creates Performance Plan. Talk with your employee about completing optional steps if you plan to use the EID for the Planning and Planned Check-in phases of the performance year.

From your Action Items, search or scroll to find the employee for whom you have Step 2 – Supervisor Creates Performance Plan available. Select 2021-2022 Performance Year for [Employee Name] from the Item column to enter Step 2 and create that employee’s plan.

Note that Step 2 – Supervisor Creates Performance Plan has two parts.

Part 1

While Step 1 - Employee Self-Planning is optional, you are encouraged to have your employees utilize the Employee Input Document (hereafter referred to as EID) to help in the creation of Performance Plans.

  • Click “Performance Updates” in the “Home” bar or the instructions. (You may click to open Performance Updates in the same tab or right click to open in a new browser tab, which is recommended.)

Note: You will see a number next the Performance Updates tab on the “Home” bar. This lets you know how many Performance Updates you currently have waiting for you to view.

  • To access an employee’s EID, download it from the Performance Update by selecting the file under the paperclip icon with “planning” in the document name. If prompted, you may choose to “Open” or “Save” the document to your files.
  • Review the EID for position responsibilities & supporting duties, goals, and development needs. Identify as few as five and up to 10 that are priorities. (Note that position responsibilities were formerly known as "essential functions" in a job description.)

  • If you are not using WalkMe, return to Step 2 by navigating back if you did not open Performance Updates in a new tab, or by selecting the previous tab. (Note that you may have to click the back button multiple times to return to Step 2.)
  • Scroll down to create your employee’s Performance Plan.

    • Copy and paste from the employee’s position description and/or EID, and/or add your own items to create the plan.

    • Click “Add Entry” to add more than one position responsibility & supporting duties, goal, and development need.

    • When you select "Save & Continue", you will begin at the top of the screen for each tab and you will need to scroll down each time for each tab to input information.

  • You can save a draft and return to work on it at any time.

  • When the plan is finished, select “Complete.”

  • After you select Complete, you will receive a message asking if you want to complete the plan. Select “OK."
  • You will be able to scroll through the completed plan. You can also view the completed steps from the Overview in the left navigation bar.

Supervisor Tips

  • When creating your employee’s performance plan, you also have the option to copy the information from the tab of the plan and transfer it to the tab of another employee’s plans with the same position responsibilities & supporting duties, goals, and/or development needs. To do this: select “Copy” under the blue “Action” button on the top right of an employee’s completed plan:

  • Select the tab section of the plan that you would like copy to another employee’s plan. Select “Continue”.

  • Select the employee(s) you would like to copy the plan to. Select “Copy Objective Plan”.

  • You will see those objectives copied to specific employees when you begin their Step 2.

NOTE: Only use this feature for entire tab sections that are exactly the same for employees. For example if all your employees have the same goals or development needs.

Part 2

  • Set up a one-on-one meeting with your employee by sending an Outlook calendar invite (or your unit’s preferred scheduling method).

Note: You may make revisions to this plan throughout the year based on changes to position responsibilities & supporting duties, goals, and development needs. Each time a revision is made, remind your employee that they will need to re-acknowledge the Performance Plan in their Step 3.

Individual Evaluations: When you’ve completed Step 2, this employee’s Overview should look like this screenshot.

As the employee, you are the task owner for Step 3 – Employee Acknowledges Plan. You can select Step 3 from your items list or begin the WalkMe tutorial.

You should have received an Outlook calendar meeting request or other invitation for a one-on-one meeting and met with your supervisor to review your performance plan.

Click the blue “Actions” button in the top right of your screen or scroll to the bottom of your plan to select “Acknowledge.”

Clicking “Acknowledge” confirms you have met with your supervisor and reviewed your Performance Plan. You may also leave a comment for your supervisor here before submitting.

After you acknowledge the evaluation, you will receive a message asking if you want to acknowledge the evaluation. Select “Okay."

Note: Your supervisor may make revisions throughout the year based on changes to position responsibilities & supporting duties, goals, and development needs. Each time a revision is made, you will need to re-acknowledge the Performance Plan in Step 3.

Individual Evaluations

When you have completed Step 3, your Overview should look like this screenshot.

Note: Optional Step 1 will only be green if your supervisor required you to fill out the EID. Otherwise, it will remain open or grayed out.

check-in


Planned Check-Ins

You will enter PeopleAdmin through your employee portal in AU Access. When you enter, you begin on your Homepage where you can access your available Action Items.

As the employee, you are the task owner for Step 4 – Employee Planned Check-in (Optional). Talk with your supervisor about completing optional steps.

Note that Step 4: Employee Planned Check-In has four parts.

Part 1

While it is a supervisor’s responsibility to update a Performance Plan for their employees during the Planned Check-In phase, receiving input from employees on updates about their day-to-day as well as goals and development needs is helpful.

Open your EID saved during Step 1 – Employee Self-Planning. You can do this by retrieving it from where you saved it previously on your computer, or by accessing it from Performance Updates and downloading the EID. (You may click to open Performance Updates in the same tab or right click to open in a new browser tab.)

If you choose to download your EID from Step 1, click on the link you created during Step 1 to access your EID from the Planning Phase.

Date and update your position responsibilities & supporting duties, current projects, and development opportunities in the Planned Check-In section of your EID. 

Part 2

Save the EID on your computer using the naming convention last name_first name_check-in_year. (Ex: Petrie_George_check-in_2020)

Upload your Planned Check-in EID as a Performance Update and share it with your supervisor. If you are not using WalkMe, see the Performance Updates Guide for how to upload your EID.

Part 3

To return to Step 4 – Employee Planned Check-In, navigate back to the previous Employee Performance Management tab in your browser or use the back button (Note: you may have to click the back button more than once).

Use the blue “Action” button at the top right of your screen or scroll to the bottom and select “Complete."

Part 4

If your supervisor has made any revisions to your Performance Plan after your Planned Check-in Meeting, you will need to re-acknowledge the plan in Step 3 - Employee Acknowledges Plan.

Return to Step 3, look through the plan for dated revisions and “Acknowledge”. You may also leave comments.

Employee Tip

  • Step 4 will only open one time, so if you need to complete a Planned Check-in more than one time throughout the year, simply update your EID and share it with your supervisor as a Performance Update.

  • Communicate with your supervisor that you have made updates to your EID before your other check-ins.

Individual Evaluations

If you have completed Step 4, your Overview should look like this screenshot.

Note: Optional Step 1 and 4 will only be green if your supervisor required you to fill out the EID. Otherwise, they will remain open or grayed out.

As the supervisor, you are the task owner for Step 5 – Supervisor Planned Check-in (Optional). Talk with your employee about completing optional steps if you plan to use the Employee Input Document for the Planning and Planned Check-in phases of the performance year.

From your Action Items, search or scroll to find the employee for whom you have Step 5 – Supervisor Planned Check-in (Optional) available. Select 2021-2022 Performance Year for [Employee Name] from the Item column to enter Step 5 to create that employee’s plan.

Note that Step 5 – Supervisor Planned Check-in (Optional) has three parts.

Part 1

While Step 4 - Employee Planned Check-in is optional, you are encouraged to have your employees utilize the EID to help in the creation of Performance Plans.

  • Click “Performance Updates” in the “Home” bar or the instructions. (You may click to open Performance Updates in the same tab or right click to open in a new browser tab, which is recommended.)

Note: You will see a number next to the Performance Updates tab on the “Home” bar. This lets you know how many Performance Updates you currently have waiting for you to view.

Part 2

  • Set up a one-on-one meeting with your employee by sending an Outlook calendar invite (or your unit’s preferred scheduling method).

  • Meet with your employee and discuss the revised Performance Plan.

  • Commend performance efforts, praise progress, discuss reasons progress may not be occurring, re-direct efforts, and adjust position responsibilities & supporting duties, goals, and development needs.

  • If revisions were made, be sure to communicate to the employee that they will need to "Acknowledge" the plan again in Step 3 – Employee Acknowledges Plan.

Part 3

Supervisor Tips

  • If your department conducts quarterly check-ins, you will need to access your employee’s review from the My Employee’s Reviews menu.

  • Find the employee you would like to make updates for and click on their name.

  • To make updates and additions to the employee's Performance Plan, select the "Actions" button and click "Revise" from the dropdown.

  • Repeat parts 2 and 3.

Individual Evaluations

If you’ve completed Step 5, your employee’s Overview should look like this screenshot

Note: Step 1, 4 and 5 will only be green if you have required your employee to fill out the EID. Otherwise, they will remain open or grayed out.

review


End-of-Year Review

You will enter PeopleAdmin through your employee portal in AU Access. When you enter, you begin on your Homepage where you can access your available Action Items.

As the employee, you are the task owner for Step 6 – Employee Self-Appraisal (Optional). Talk with your supervisor about completing optional steps.

  • Scroll down to fill out your Employee Self-Appraisal.

(Note: Academic Advisors should attach their self-appraisal. See instructions below.)

  • Use specific and relevant examples, be factual and objective, clearly express success, and identify areas for growth. Remember to include S.T.A.R. answers by describing situations/tasks, actions, and results.

  • If you wish to attach supporting documents, select “Attachments."

  • If you write more than the allotted space, you can expand the text box by clicking and dragging the bottom right-hand corner of the text box.

Note: Each input text box must contain text. If a question does not apply, type N/A.

  • You can click “Save Draft” and return to add information at any time while your self-appraisal is in draft form. When you are ready to submit, select “Complete."

Note: You cannot revise your self-appraisal once you have completed it. However, if you need to add further notes or documentation after completing your appraisal, use Performance Updates.

Individual Evaluations

If you have completed Step 6, your Overview should look like this screenshot

Note: Optional Step 1, 4, and 6 will only be green if your supervisor required you to fill out the EID or the self-appraisal. Otherwise, they will remain open or grayed out.

As the supervisor, you are the task owner for Step 7 – Supervisor Evaluation. Talk with your employee about completing Step 6 – Employee Self-Appraisal (Optional).

Search or scroll to find the employee for whom you have Step 7 – Supervisor Evaluation available. Select 2021-2022 Performance Year for [Employee Name] from the Item column to enter Step 7 to complete that employee’s evaluation.

Note that Step 7 – Supervisor Evaluation has three parts.

Part 1

  • You will see instructions and useful resources to help you complete Step 7 – Supervisor Evaluation. Scroll down to make comments in each of the sections. Note: You must provide input for each required* text box and a rating for each entry in the performance evaluation (N/A for items that no longer apply is acceptable).

  • Be sure to have the Observed Behaviors list open by clicking on the link. It will open in a new tab. 

Note that spell check is now available.

  • Input your text in the required text boxes.

    • To expand a text input area, click and drag the bottom right-hand corner of the text box.

    • Click attachments for any documentation to attach (this may include EIDs, additional self-appraisal information, certificates earned or other supporting documentation).

    • Don’t forget to assign a rating for each entry.

  • When finished with a tab, click “Save & Continue” when you finish each entry under the tab.

    • If you wish save a draft, click on the Save Draft button. You can return to work on saved drafts at any time. It is recommended that you frequently save a draft to avoid losing your work. The system will not a save a draft for you if it times out before you are finished.

  • When you select "Save & Continue", you will begin at the top of the screen for each tab: I. Position Responsibilities & Supporting Duties, II. Goals, and III. Development Needs. Scroll down to provide information for each section of each tab. You can also click on each tab to toggle between them easily.

  • When you get to tab IV. Overall Rating, provide an overall rating that takes into account the entire year (not just recent events). Provide summary comments.

  • When all edits are complete and the evaluation is ready for HRL/Alternate review or 2nd level review, click “Complete”. This completes Step 7 – Supervisor Evaluation.

    • You may be required to make revisions to this evaluation based on changes communicated to you by your HRL/Alternate Reviewer and/or 2nd Level Supervisor. If changes are required, Step 7 will reopen and you’ll need to re-enter Step 7, make any edits, and complete the evaluation again.

Note: If you assign an HRL/Alternate Reviewer in Step 8, an HRL/Alternate Reviewer may return the evaluation. A return will reopen Step 7. You should receive communication via email or your unit’s preferred method of communication from your HRL/Alternate Reviewer about what changes need to be made. Make the revisions and complete Step 7, again. The evaluation will be resubmitted to the HRL/Alternate Reviewer for acknowledgement. If a 2nd Level Reviewer returns the evaluation in Step 9, this will also reopen Step 7 and you will need to make changes and repeat Steps 7 - 9. 

Part 2

  • Immediately after completing Step 7, set up a one-on-one (either in person socially distanced or over Zoom) Year-End Review meeting with your employee by sending an Outlook calendar invite (or your unit’s preferred scheduling method). Your employee will not able to see their review until Step 10 – Supervisor & Employee Year-End Review Meeting is completed, so it is important to have a Year-End Review meeting scheduled with your employee.

  • During your one-on-one meeting, be sure to communicate to your employee that in Step 11 they may Acknowledge or Not Acknowledge their evaluation, but that both options complete the review.

  • Acknowledge confirms acceptance of the evaluation and that a one-on-one meeting took place.

  • Not Acknowledged confirms that a one-on-one meeting took place, but the employee does not accept the evaluation.

  • Employees will have the opportunity to submit comments to their supervisor in either case.

Part 3: Action for Step 8 – HRL/Alternate Review & Approval

Immediately after completing Step 7, you will have two options:

  • Option 1 - Supervisor assigns HRL/Alternate Reviewer to Step 8

    • If you require HRL/Alternate review and approval, use the blue "Actions" button at the top right of this review.

    • Click "Change Owner" from the dropdown.

    • Search for your HRL/Alternate and click “Reassign." (Note: You may need to scroll to find your HRL/Alternate Reviewer’s name.) 

  • Option 2 - Supervisor completes Step 8

    • If you do not require additional review/approval by an HRL/Alternate, click "Acknowledge". This action will open Step 9 – 2nd Level Review & Approval. 

Individual Evaluations

When you’ve completed Step 7, this employee’s Overview should look like this:

 Note: Step 1, 4 - 6 will only be green if you have required your employee to fill out the EID and completed the Planned Check-in phase. Otherwise, they will remain open or grayed out.

As the HRL/Alternate Reviewer, you may be the task owner for Step 8 – HRL/Alternate Review & Approval.

Note that Step 8 – HRL/Alternate Review & Approval has two options.

Search or scroll to find the employee for whom you have Step 8 – HRL/Alternate Review & Approval available. Select 2021-2022 Performance Year for [Employee Name] from the Item column to enter Step 8 to complete that employee’s evaluation.

  • "Acknowledge" or "Return" the following evaluation.

Return: Step 7 will reopen for the supervisor and the remaining steps will stay closed/not viewable. You will need to communicate changes that need to be made to the supervisor via email or your unit’s preferred method. Supervisors will revise the evaluation in Step 7 before submitting for your approval again.

Acknowledge: If there are no changes to be made to the supervisor's evaluation, choose "Acknowledge." When you choose "Acknowledge", the evaluation will open Step 9 – 2nd Level Review & Approval.

Note: Due to the PA7 PM limitations, HRLs/Alternates who were assigned Step 8 will not have access to any reviews after they complete Step 8. However, HRLs/Alternates can print or save to PDF a copy of the review for their records during this step before “Acknowledging." Use the blue “Actions” button at the top right of the review and select Print.

  • If you were assigned Step 8 in error, please work with your supervisor/department. Use the blue "Actions" button at the top right of this review. Click "Change Owner" from the dropdown.

  • Search for the correct Step 8 owner and click “Reassign." (Note: You may need to scroll to select a name.)

Individual Evaluations

Employees and supervisors can note that when Step 8 is completed, this employee’s Overview should look like this screenshot.

Note: Step 1, 4 - 6 will only be green if you have required your employee to fill out the EID and completed the Planned Check-in phase. Otherwise, they will remain open or grayed out. 

HRLs/Alternate Reviewers will not have access to this employee’s review from their My Employee’s Reviews dashboard.

As the 2nd Level Supervisor, you are the task owner for Step 9 – 2nd Level Review & Approval.

As a reminder, 2nd Level Reviewers will not receive emails for Step 9 tasks until supervisors and HRL/Alternate Reviewers complete Step 7 and Step 8.

From your Action Items, search or scroll to find the employee for whom you have Step 9 - 2nd Level Review & Approval available. Select 2020-2021 Performance Year for [Employee Name] from the Item column to enter Step 9.

  • Scroll to review the evaluation.

  • Select either:

    • Return - if you have changes you believe should be made to the evaluation, immediately email or contact the supervisor through your unit’s perferred communication method about changes that need to be made after selecting “Return”. Step 7 – Supervisor Evaluation will reopen for the supervisor to make changes. When the supervisor has made your edits and completed the review and Step 8 has been completed again, you will be prompted to return to Step 9 and “Acknowledge” the plan.

    • Acknowledge - if the evaluation does not need further revision.

  • After you acknowledge the evaluation, changes cannot be made. You will receive this message; select “OK."

Individual Evaluations

When you’ve completed Step 9, this employee’s Overview should look like this screenshot.

Note: Step 1, 4 - 6 will only be green if supervisors have required their employee to fill out the EID and completed the Planned Check-in phase. Otherwise, they will remain open or grayed out.

As the supervisor, you are the task owner for Step 10 – Supervisor & Employee Year-End Review Meeting.

Search or scroll to find the employee for whom you have Step 10 – Supervisor & Employee Year-End Review Meeting. Select 2021-2022 Performance Year for [Employee Name] from the Item column to enter Step 10 to complete that employee’s evaluation.

Note that Step 10 – Supervisor & Employee Year-End Review Meeting has two parts.

Part 1

  • Set up a one-on-one meeting with your employee by sending an Outlook calendar invite (or your unit’s preferred scheduling method) and meet with your employee.

  • Set a comfortable and friendly tone that encourages open and honest communication. Give the employee time to review the document by sharing your screen or providing a printed copy. Guide the employee through problem areas. Encourage input and discussion. Be open to suggestions. Ask appropriate questions. Remain calm and in control of emotions.

  • Communicate to your employee that in Step 11 they may “Acknowledge” or “Not Acknowledge” their evaluation, but that both options complete the review:

    • Acknowledge confirms acceptance of the evaluation and that a one-on-one meeting took place.

    • Not Acknowledged confirms that a one-on-one meeting took place, but the employee does not accept the evaluation.

  • Employees will have the opportunity to submit comments to their supervisor in Step 11, as well.

Note: Supervisors will be able to see the final status (for example, “Not Acknowledged” seen as “Task Disputed” in the key below) of all reviews on their My Employees' Reviews dashboard. 

Part 2

Individual Evaluations

When you’ve completed Step 10, this employee’s Overview should look like this screenshot.

Note: Step 1, 4 - 6 will only be green if you have required your employee to fill out the EID and completed the Planned Check-in phase. Otherwise, they will remain open or grayed out.

As the employee, you are the task owner for Step 11 – Employee Acknowledges Evaluation.

Before selecting Step – 11 Employee Acknowledges Evaluation, you should have met with your supervisor to discuss your evaluation. If you have met with your supervisor, select Step 11.

  • Scroll down to view your evaluation.

  • You may “Acknowledge” or “Not Acknowledge” the evaluation. Both options complete the review:

    • Acknowledge: Confirms acceptance of the evaluation and that a one-on-one meeting took place.

    • Not Acknowledged: Confirms that a one-on-one meeting took place, but the employee does not accept the evaluation.

  • You will have the opportunity to submit comments to your supervisor in the comments section at the bottom of your screen. (Note: if you choose to include comments, there is no character limit and you may expand the text box by clicking and dragging the bottom right-hand corner of the comment box.)

Note that spell check is now available.

Note: Both options complete the review. Your supervisor should have communicated to you that by choosing “Acknowledge” you confirm acceptance of the evaluation and that a one-on-one meeting took place. By choosing “Not Acknowledge”, you confirm that a one-on-one meeting took place, but you do not accept the evaluation. You have the opportunity to submit comments to your supervisor at the bottom of this step.

If a supervisor requests that you complete Step 11 and a one-on-one DID NOT take place, please reach out to the supervisor in your department/unit.

Individual Evaluations

Your complete Performance Management year will look like this screenshot. If you did not complete optional steps, your overview may look like this screenshot.

Note: Step 10 will have a red box around it if you did “Not Acknowledge” the evaluation.

coaching


Coaching and Feedback

Performance Updates can be utilized by all who use the PA7PM Module. The Performance Updates have multiple functions: 

  • Employees can share their Employee Input Document (EID) or other important documentation/certifications with their supervisor.

  • Supervisors can create and share Coaching & Feedback notes.

  • All users create and maintain Personal Updates to store copies of certifications, training histories, EIDs, etc.

Note: Performance Updates do not take the place of corrective action.

Warning! To ensure transparency and consistency, it is important that supervisors do not enter information as a Personal Update when completing a Performance Review. 

Any questions about Performance Updates usage should be directed to your HRL.

To access Performance Updates, select “Performance Updates” from the “Home” bar.

When you access your Performance Updates dashboard, you will be able to see:

  • Title: How you or your employee named the update

  • Shared: Status of an update as shared or private

  • Program: The performance year the update was created

  • Date: The date the update was created

  • Type: The kind of update that is being made (Employee Input Document, Coaching & Feedback, or Other)

  • Author: Who created the update

  • Employee: Who the update was shared with

  • Attachments: Documents attached to the update for download (For example: Employee Input Documents or certificates earned, etc.)

To create a Performance Update, select “Create Performance Update” in the top right of your screen.

You will see a pop-up box. Click here for detailed instructions on creating a Performance Update

Last updated: 06/24/2021