Performance Appraisals
CALENDAR YEAR 2011 PERFORMANCE APPRAISAL PROCESS
Deadline: February 29, 2012
Working with Administrative Computing, HR continues to work on building an automated performance appraisal process that will serve as a useful tool for all Bentley employees. Meanwhile, please follow the process described below to complete the CY 2011 Appraisal process. Detailed instructions can be found on the Performance Appraisal forms.
• SELF-APPRAISAL
All employees are asked to complete the Employee Self-Appraisal and forward it to their managers. This self-appraisal invites employees to describe circumstances that influenced performance, while providing an opportunity to suggest ways a manager can promote performance.
• COMPETENCIES
Under Bentley's competency-based system, managers rate employees on five (5) core competencies applicable to all Bentley employees. Managers are then asked to rate employees on five (5) targeted competencies applicable to employees within certain job families. Finally, managers choose two (2) role-specific competencies from the competency dictionary.
• PERFORMANCE CATEGORIES
The appraisal describes overall employee performance utilizing four (4) performance categories, each performance category tied in to the type of development plan appropriate to the employee. These categories include Significant Performance Improvement Needed (action = management intervention and the development of a corrective action plan), Proficient (action = identification of specific opportunities to enhance skills and competencies), Highly Effective (action = identification of specific opportunities to enhance professional growth and career advancement within scope of
position description) and Outstanding (action = identification of opportunities for retention and expanded influence).
• DEVELOPMENT PLAN
Each appraisal calls for a development plan that ties in to department and institutional priorities.
• RATING
A rating system is used to assist supervisors and managers in assessing employee performance and opportunities for growth. Using a scale from 0 to 10, individuals writing and delivering the performance appraisal are asked to score performance and provide a rationale for the score. Please note that a score of 5 represents Proficient performance (a person who is fulfilling his/her position requirements) and should not be interpreted as a 50 out of a scale of 100. Similarly, scores of 9 or 10 should be reserved for consistently exemplary and extraordinary performance, while scores of 1 or 2 should be given to individuals who need to develop to adequately perform with respect to that competency.
We look forward to providing further information at the upcoming training sessions.
Sincerely,
Human Resources