Change requires collaboration...  Sharing of different viewpoints.... Sensitivity and respect for all input provided.  Realize the value of input at all levels.  "Ownership" and support of change is a direct result of being a part of the change.

With a new program such as APPR, comes major challenges and concerns on different levels.  Having an infrastructure set up to objectively evaluate performance is imperative.  Many do not have the required documents, such as strong functional position descriptions, that serve as the foundation for objectively evaluating performance.  If expectations are not clear, how can we expect a fair evaluation process?

Developing an objective performance evaluation process

• Create a strong objective position description including priorities, expectations and specific responsibilities required
• Develop criteria to measure
• Determine measurable outcomes that are challenge, yet fair 
• Develop evaluation ranges that make sense and equitably match the "value" of the score
• Develop an action improvement plan document and process that will lead to professional development and positive faculty/staff relations
• Employee engagement is important, those that perform the work, know it best, utilize their expertise in making determinations on your performance management process
• Form a strong committee made up of all stakeholders to ensure best possible input and "buy in" to the final product
• Effective APPR process will be invaluable when making employment decisions, tenure, promotion, discretionary increases, retention and in the event necessary, termination decisions; utilization of a strong objective process will help retain the strong quality of personnel that all organizations need while increasing the perceptions of a fair and objective process
• Train those that are evaluating; an effective performance management system is only effective if those that are evaluating are objective, fair and well versed on how to approach both the positive performance and most importantly, those areas needing improvement

 Strong performers are motivated by being recognized for their accomplishments.  Strong performers is what all employers need.  Showing appreciation through such a performance evaluation process  with rewards attached will naturally motivate and keep inspiring those high performers.  This type of process allows just that!

Having worked with performance management systems for 25+ years in higher education. public and private sectors, I can honestly say that although there is some resistance and "worry" at first, if well developed with strong leaders managing the process, such a system becomes valuable to both administration and staff.  Also confidence and credibility is increased by stakeholders which is most important.

Any of the above "errors" will compromise the trust and value of any evaluation process.  Being objective is key to having an effective process!

Many have found value to viewing the webinar, (link below)...going into this unfamiliar territory will require as much knowledge and advice from those that have experience working with performance management that you can get.  Learn approaches and techniques that will make this process a strong one!

View this to learn more about how to have an Effective Performance Management Process

 http://bit.ly/p00GqU