Procedure (Click here to see process flow)

Phase One - Performance Planning

Part A: Performance Objective Plan (POP) & Assessment

Employee starts the process

• Set objectives that align with your supervisor’s/department’s objectives and ultimately Wayne State University’s Strategic Plan
• Ensure the objectives are “S.M.A.R.T” (Specific, Measurable, Achievable, Realistic, Time Bound). Refer to SMART Objectives for more information
• Provide between 4 and 6 business objectives
• Weight the objectives based on level of impact and/or percentage of the role. No objective should be less than 5%. Total percentage should not be more than 75% as the final Employee Development Plan (EDP) assessment accounts for 25% of your overall rating

Supervisor

• Review and discuss employee objectives to ensure alignment and proper reflection of department objectives and employee job responsbilities
• Review and discuss employee objectives to ensure they are “S.M.A.R.T” (Specific, Measurable, Achievable, Realistic, Time Bound). Refer to SMART Objectives for more information
• Review and discuss weighting of the objectives to ensure they reflect level of impact and/or percentage of the role

Part B:   Competency Assessment

Employee

• Assess your skills by clicking in the appropriate box for the competency level for each of the core competencies prior to completing your Employee Development Plan (EDP)
• Choose 2 to 3 competencies that need development to incorporate into the EDP
• Be sure to check the box next to the competency if it to be used to in the EDP

Supervisor

• Review employee’s assessment of skills and assess your employee’s skills against the core competencies prior to completing the Employee Development Plan (EDP)
• Review employee’s choice of competencies and confirm 2 to 3 competencies that need development to incorporate into the EDP
• Be sure to check the box next to the competency if it to be used to in the EDP

Part C: Employee Development Plan (EDP) & Assessment

Employee

• Create a detailed plan (development objectives and action plan) to assist with improvement upon the specific competencies identified from the competency assessment
• Refer to the Employee Development Resource Guide for developmental suggestions
• Weight the objectives based on level of impact. No objective should be less than 5%. Total percentage should not be more than 25% as the final Performance Objective Assessment accounts for 75% of your overall rating

Supervisor

• Review, discuss and finalize a detailed plan to assist employee with improvement upon the specific competencies identified from the competency assessment
• Refer to the Employee Development Resource Guide for developmental suggestions
• Review and discuss weighting of the objectives to ensure they reflect level of impact