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Integrated into WorkDay in June for next year.

Why are we doing this?

• Want to have consistent PE across UCAR.
• Improve feedback
• uniform guidelines for compensation

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Professional Development is "baked in" to workday already, so don't need to go above and beyond what you usually do.

SMART Goals

• reflect most key activities
• can be about the work itself or how an employee does the work
• help the employee grow within role and/or prepare for new role

Q&A

• Joint position? → supervisor of record conducts evaluation
• how many competencies to list? → 3 additional (beyond core), need to show growth in this competencies.
• why the 5 point scale → people are moving away from binary scale, allows better differentiation & consistency
  • overall rating is not tied to competency ratings
• Ok to use peers and outside from UCAR people for feedback
  • don't quote peers
• Smart Goals
  • Don't cover everything you do.  Should be a subset of what you are doing.
• How much time should we be spending on this?
  • 1 hour - goal setting meeting
  • 30 minutes - quarterly check-ins
  • annual performance evaluation  (missed this - 1 hour?)

Questions

• Competencies
  • Competencies are supposed to be skills you already have or skills you need to improve, or either?
  • Use top level competency or sub-categories? 
  • Make up additional sub-categories competencies?
• Competencies are supposed to be tied to goals, right?  Is this also true for core competencies?  Example goals for second core competency?  (support an ethical, diverse workplace)
• Time period for smart goals?  → 1st draft of PE is due this week.