News / PF Connection
February 13, 2019 | For Administrative Operations staff
Update: Complete initial performance management evaluation steps by March 31
Updated March 6, 2019 to reflect revised competencies.
Overview
Purdue University launched its new SuccessFactors performance management system last month, and this tool will be used to conduct annual evaluations moving forward. Initial steps and deadlines are included below.
Evaluations need to be finalized by June 30 for all staff, and additional information about future steps will be shared at a later date.
Steps to complete by March 31
All individuals should complete the following tasks in SuccessFactors prior to March 31:
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Professional Development Plan – Each employee must enter a professional development plan – an outline of skill building and career management – into the system. This plan will not appear on the annual evaluation and will not be measured as part of the overall rating but serves as a guide for supervisors and employees to discuss opportunities.
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Key Performance Objectives/Annual Goals – All executive, management, and professional level staff are required to enter individual goals for this evaluation period in SuccessFactors. These objectives will appear on the annual evaluation and account for 75% of the overall rating for these groups. New goals will be set for each evaluation period.
Additional resources and workshops for supervisors and staff will be available in March to assist with content creation for professional development plans and annual goals.
To access these sections, visit the OneCampus portal, and log into the Employee Launchpad with your career account username and BoilerKey password credentials. Under the My Info section of the home screen, select either the "Development Plan" or "Goals" tile to begin.
Competencies
The other component of the annual performance management rating is assessment against defined unit competencies, as was the case in previous years. The evaluation form, which includes the competencies, will become available via the Employee Launchpad as of March 1. Assessment against competencies accounts for 25% of the rating for executive, management, and professional staff and 100% of the rating for hourly staff since they are not required to enter goals. Competencies include culture and values, job performance and professional/career development. Supervisors will also have a supervision competency. These competencies are a subset of those used in recent years, and descriptions are provided below.
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Culture and Values – Supports a culture of professionalism through cost-effective, efficient, transparent and impactful work. Demonstrates ability to maintain positive relationships that enrich the work environment.
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Job Performance – Achieves performance standards and expectations, e.g. quality, quantity and timeliness of work results.
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Professional/Career Development – Increase and/or expand skills through ongoing development activities, e.g. on-the-job learning, workshops, Lynda.com. Establishes short- and long-term career goals and is actively pursuing goal attainment.
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Supervision – For supervisors only. Documents individual team goals/metrics in alignment with operational and strategic objectives and holds team members accountable. Inspires both individual and team goal accomplishments through ongoing feedback, career development planning and annual performance feedback.
Resources
Instructions for creating a development plan and goals are included on the Leadership and Organizational Development website at the following links:
Both webpages include videos, reference materials and other related resources in the left-hand navigational menus.
Questions may be directed to Human Resources Specialist who serves your area.
