*********************************
There is now a CONTENT FREEZE for Mercury while we switch to a new platform. It began on Friday, March 10 at 6pm and will end on Wednesday, March 15 at noon. No new content can be created during this time, but all material in the system as of the beginning of the freeze will be migrated to the new platform, including users and groups. Functionally the new site is identical to the old one. webteam@gatech.edu
*********************************
Atlanta, GA | Posted: March 10, 2010
As March performance reviews for managers and employees ensue across the Institute, Human Resources (HR) is implementing a change in the annual employee evaluation process. Managers are now tasked with establishing a continuous cycle of performance management, instead of a linear, start-and-finish model. The cycle includes: planning, managing, reviewing and rewarding performance.
Employee performance evaluations for 2009-2010 will be conducted using the existing tools the Institute has in place. Managers will discuss performance with employees, allowing for feedback and questions, as in years past.
After this month’s evaluations are completed for 2010, managers and employees should meet to establish performance goals for the 2010-2011 evaulation period. Beginning in April, supervisors and employees will enter the goals into a new online system. This will allow both employees and managers to update and track progress on the goals throughout the coming year.
According to HR, goals should be SMART—specific, measurable, achievable, relevant and time-based. “Goals are a source of motivation,” said Employee Relations Director Thomas Vance. ”We frequently set goals in our personal lives and recognize the impact they have had in helping us to succeed. Job-related goals can also inspire us to perform at a higher level, which in turn helps the Institute to reach its objectives.”
Achieving established goals will play a prominent part in the 2011 performance reviews, which will be conducted online. With a deadline of June 30, all classified employees are required to establish two performance goals that will be entered into the online system. In the next few years, progress on reaching established goals will increasingly become a larger factor in performance evaluations.
According to Vance, performance goals will comprise 25 percent of the overall performance evaluation score next year. In the 2011-2012 cycle, goals will account for half of the overall rating, and in 2012-2013, goals will comprise 60 percent of the overall rating.
“As we at Georgia Tech begin to finalize the strategic vision for the Institute, this comprehensive performance management system will ensure that our world-class research university has the world-class employees it needs,” said President Bud Peterson. “This new methodology will empower employees to have greater input to their personal career progression and will enable managers to better identify, recognize and, as resources become available, reward individuals based upon an agreed set of criteria.”
Goal-setting resources and frequently asked questions are available online for supervisors and employees. HR is also offering a free Performance Management Essential brown bag session, “The Power of Goal Setting,” through the Office of Organizational Development.
