Evaluating & Calibrating
Evaluation takes place from early June through the end of the performance year. It includes the employee's self evaluation, participant evaluations if appropriate, and the manager's evaluation. Click here to view the full timeline.
Each September 1, Performance Evaluations will be conducted for each of us. Based on priorities set by you and your manager, you will be rated on a new scale, described below. Managers may have the benefit of multiple perspectives, including notes they’ve made throughout the year, your own self-evaluation comments, and others’ feedback into consideration in this process. The final rating will be the result of a calibrated and agreed definition of the ratings, which are defined across the organization rather than simply in your department. The rating will help set your merit increase. Managers will also have more flexibility in the new model to consider a range of increases for your individual merit increase amount, where previously they were restricted to one amount for each rating.
Our new approach ensures appropriate evaluation criteria
Our jobs aren't just about what work we do, but also how we do our work. Under Performance Management, we'll be evaluated on both, thus ensuring we are evaluated on appropriate criteria that are consistent for all employees.
- 70 percent of our performance ratings will be based on the results of performing our Job Responsibilities and achieving our performance objectives. (What we do.)
- 30 percent of our performance ratings will be based on Behaviors and Competencies. (How we do it.)
The following table explains each piece of evaluation criteria, and how much each factors into our total performance rating.
Performance Management Evaluation Criteria |
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We are evaluated on these criteria: |
Which are composed of these parts: |
And which are weighted this way: |
WHAT we do |
Job Responsibilities. These are defined in our job descriptions, which are being reviewed and edited for clarity as part of the Performance Management process. |
70% |
Performance Objectives. We work with our managers to define these for ourselves at the beginning of each Performance Management cycle (September 1 - August 31). We will use "SMART" goals. This means the goals we set should be Specific, Measurable, Attainable, Relevant, and Time-bound. |
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HOW we do our jobs |
Values. Learn more about our Core Values. |
10% |
Competencies. These are basic knowledge, skills, and other characteristics that are required to perform our jobs. Each job family at CCHMC (Administration, Management, Nursing, Professional, Service, Technical) has corresponding competencies. Some competencies are required, which means employees are expected to demonstrate them. All employees will be evaluated on the required competencies in their job families. Each job family also has additional competencies which managers may choose to add to the list of required competencies. |
20% |
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100% |
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