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Completing an Evaluation

These step-by-step instructions are intended to demonstrate the complete process of submitting performance evaluations. This process includes steps that require action from managers and employees.

Goal Setting Process

STEP 1: Set, Discuss and Finalize Goals Manager and Employee

  1. The manager receives an email prompting them to start the performance review for their employees.
  2. Managers will open the performance evaluations for their employee, clicking "Next" at the bottom right of the page, to move to the Goals page. Managers must develop at least three, but not more than nine goals for each employee. Three goals will appear on the page. Click Add Item at the bottom left of the page to add more goals. Each goal must have a title and a measure. Each goal requires a title, measure, and target completion date.
    1. Target dates default to the end of the review, but the manager can shorten them or extend them past the review deadline if the goal spans multiple years. The manager will evaluate the progress of the goal if the target completion date is beyond the review end date.
    2. After entering all goals for the current review cycle, the manager clicks Next at the bottom right of the page.
  3. The Competencies page opens describing the competencies, no rating occurs at this time. Click Next at the bottom right of the page.
  4. The manager is taken to the Next Steps page. The manager reviews it and clicks Go to next step.
  5. After the goals are set, employees receive an email prompting them to begin the journaling process in preparation for the mid-year check-in.

STEP 2: Mid-Year Check-in and Journaling: May be completed by Manager and Employee

  1. The employee receives an email prompting them to begin journaling progress in preparation for the year-end performance assessment.

STEP 3: Year-End Employee Self Assessment: Completed by Employee

  1. The employee receives an email prompting them to complete a self-assessment of goals established for this review and competencies expected of all staff. The email contains a link to the review. The employee clicks the link to go to the review.
  2. The link takes the employee to the first page of the review. The employee clicks Next at the bottom right of the page after reading the information.
  3. The employee is taken to the goals evaluation page. The employee should carefully read the rating descriptions, keeping in mind that "Meets Expectations" is how most employees should be rated for their goals and competencies.
  4. The employee scrolls down to the goals set earlier. Two sets of five stars with ratings attached are to the right of each goal. Hover over each star to see the rating associated with it. The employee chooses one of the ratings in the set of stars directly below their own name.
  5. The employee is also required to add a comment on each goal. Select Add Comment and enter text into the comment field. The dropdown arrow located directly next to the Add Comment button allows the employee to upload file attachments or link Journal Entries. Please refer to the Journal Entries instructions for more information on Journal Entries.
  6. The employee selects Save and Share.
    NOTE: Do not select Save as Private. Private comments will not be viewable to the manager and will not satisfy the comment requirement.
  7. The employee continues to rate and comment on all goals set earlier.
  8. At the bottom of the page, the system will calculate an average of the goal ratings. The employee selects Next at the bottom right of the page.
  9. The employee is taken to the competencies page. Once again, the employee reads the rating descriptions.
  10. The employee scrolls down to the competencies. Two sets of five stars with ratings attached are to the right of each competency. Hover over each star to see the rating associated with it. The employee chooses one of the ratings in the set of stars directly below their own name.
  11. The employee is required to add a comment on each competency. The employee selects Add Comment and enters text into the comment field. The dropdown arrow located directly next to the Add Comment button allows the employee to upload file attachments or link Journal Entries. Please refer to the Journal Entries instructions for more information on Journal Entries.
  12. The employee selects Save and Share.
    NOTE: Do not select Save as Private. Private comments will not be viewable to the manager and will not satisfy the comment requirement.
  13. The employee continues to rate and comment on all competencies.
  14. At the bottom of the page, the system will calculate an average of the competency ratings. The employee selects Next at the bottom right of the page.
  15. The employee is taken to the Next Steps page. The employee must enter final comments for their review. The employee can select the Add a Comment link in the red error message displayed at the top of the page or the employee can scroll down to the final comments section.
  16. After entering final comments, the employee clicks Go to next step.
  17. The employee is taken to their dashboard. The employee logs out of the system by clicking on their name in the top right corner of the page and selecting Logout.

STEP 4: Year-End Manager Assessment: Completed by Manager

  1. The manager will receive an email asking them to complete the year-end evaluation of each employee. After reading the email, the manager clicks the link in the email to go to the review.
  2. The link takes the manager to the Instructions page. The manager clicks Next at the bottom right of the page after reading the information.
  3. The manager is taken to the Goals Evaluation page. The manager should carefully read the rating descriptions, keeping in mind that "Meets Expectations" is how most employees should be rated for their goals and competencies.
  4. The manager scrolls down to the goals set earlier. Two sets of five stars with ratings attached are to the right of each goal. Hover over each star to see the rating associated with it. The manager chooses one of the ratings in the set of stars directly below their own name.
  5. The manager is also required to add a comment on each goal. Select Add Comment and enter text into the comment field. The dropdown arrow located directly next to the Add Comment button allows the manager to upload file attachments or link Journal Entries. Please refer to the Journal Entries instructions for more information on Journal Entries.
  6. The manager selects Save and Share.
    NOTE: Do not select Save as Private. Private comments will not be viewable to the employee and will not satisfy the comment requirement.
  7. The manager continues to rate and comment on all goals set earlier.
  8. At the bottom of the page, the system will calculate an average of the goal ratings. The manager selects Next at the bottom right of the page.
  9. The manager is taken to the Competencies page. Once again, the manager reads the rating descriptions.
  10. The manager scrolls down to the competencies. Two sets of five stars with ratings attached are to the right of each competency. Hover over each star to see the rating associated with it. The manager chooses one of the ratings in the set of stars directly below their own name.
  11. The manager is also required to add a comment on each competency. Select Add Comment and enter text into the comment field. The dropdown arrow located directly next to the Add Comment button allows the manager to upload file attachments or link Journal Entries. Please refer to the Journal Entries instructions for more information on Journal Entries.
  12. The manager selects Save and Share.
    NOTE: Do not select Save as Private. Private comments will not be viewable to the employee or one-up manager and will not satisfy the comment requirement.
  13. The manager continues to rate and comment on all competencies.
  14. At the bottom of the page, the system will calculate an average of the competency ratings. The manager selects Next at the bottom right of the page.
  15. The manager is taken to the Next steps page. The manager must enter final comments for the review. The manager can select the Add a comment link in the red error message displayed at the top of the page or the manager can scroll down to the final comments section.
  16. After adding final comments, the manager selects Go to next step.
  17. The manager is taken to their dashboard. The manager logs out of the system by clicking on their name in the top right corner of the page and selecting Logout.

STEPS 5: Year-End Discussion, Manager and Employee Sign Off

  1. The manager and the employee receive an email indicating that they should have a discussion and then sign-off on the review. They should click the link in the email to view and acknowledge the review.
  2. When the review opens the user will see instructions. After reading through them, the user clicks Next in the bottom right of the page.
  3. The user is taken to the goals page, but cannot edit information. The user scrolls to the bottom of the page and selects Next at the bottom right of the page.
  4. The user is taken to the competencies page, but cannot edit information. The user scrolls to the bottom of the page and selects Next at the bottom right of the page.
  5. The user is taken to the next steps page. The user has one final opportunity to make any comments. After making any comments, the user selects I acknowledge to the right of the page.
  6. The user is taken to their dashboard. The user logs out of the system by clicking on their name in the top right corner of the page and selecting Logout.
  7. The review will progress to the "complete" step as soon as it has been acknowledged and signed-off on by both the manager and employee. The manager and employee will both receive an email indicating the review is complete. The email will contain instructions for how to access the completed review.

Our Mission

Working alongside the various departments and units within 消消犯, we strive to recruit, cultivate, acknowledge, and involve a diverse pool of talent to fulfill their goals and the overarching goals of the institution.