End of Year Review
The purpose of the end of year
conversation between a team member and his or her manager is to review the
year’s achievements, successes, challenges and personal development. Ideally,
this conversation should also help identify the key priorities, objectives and
new skills to strive for in the upcoming academic year.
Preparing
your end of year conversation
As part of the end of year
preparation, you are asked to complete a self-assessment. This
means:
- Review each objective and collate evidence by
providing specific feedback on own performance (i.e. what did you do
particularly well? What was difficult and why? What were you able to achieve
and how did you go about achieving it? Be specific.)
- Complete a rating per objective (evaluating
WHAT you have achieved and HOW you went about achieving the objective)
- Complete the overall self-assessment
feedback and ratings. There are two parts to this:
o The overall
WHAT rating
o The
overall HOW rating
Guidance
on completing a self-assessment effectively
Rating values and behaviours (the HOW) and
providing a detailed written self-assessment effectively isn’t easy. Rating
SMART objectives is generally easier, mostly because you have put specific
measures in place which indicate whether you have or haven’t achieved
objectives, the clearer your measures are, the easier it will be to rate
afterwards and complete an effective self-assessment.
HARD standards and objectives - The “WHAT” element:
- Specific
- Clearly
defined
- Measurable
SOFT standards (values and behaviours) – The “HOW”
element:
- Intangible
- Difficult
to define
When assessing behaviours, it is not as
easy to make them specific, but it is not impossible. These examples of behaviour based evidence explains what evidence looks like, and this is the
level of detail expected when completing a self-assessment.
Understanding
our ratings
There are five ratings and descriptors for ‘What’ and ‘How’.
To view our rating descriptors, consult the My Review Ratings document.
After the team member and his/her manager have met
and have each updated their comments and discussed ratings, the performance
review cycle can be completed. In order to identify the final overall rating,
use the rating matrix below - the first step is to identify the overall WHAT and the overall HOW
rating, then the final overall rating can be identified using the matrix:
For
example:
a. Overall
HOW = Exceeding expectations
b. Overall
WHAT= Achieving expectations
c. Overall
rating = Achieving expectations
Using the online formWatch our system support videos; the videos will give you
the support you need to complete the system activities. Depending on your
personal need and preference, we have created different options for you:
1) My Contribution – End of Year Video Employee (short – 4 minutes)
2) My Contribution – End of Year Video Manager (short – 5minutes)
3) My Contribution – End of Year Video Employee (8minutes – with more explanation and context)
4) My Contribution – End of Year Video Manager (10minutes – with more explanation and context)
5) My Contribution – Add progress updates to individual objectives (5 minutes)
Review
the Employee
End of Year System Guide for a step-by-step guide of the End of Year
employee activities.
For further support, training and guidance on Objective
Setting and the My Contribution process, please visit our My Contribution
Support Guidance and Training Page.
Disagreement
over ratings
Please refer to the My Contribution Guidelines for a description
of what to do over a disagreement of ratings.
The templates used
by the Reviewers Manager to formally respond to and conclude the appeal process
can be downloaded below: