Performance Evaluation Resources

Valuation changes due to COVID-19 Pandemic

(Updated 4/29/2020)

As of April 2020, the Valuation process has undergone a series of modifications to support the needs of the organization as we continue to navigate the COVID-19 pandemic. This effort has been done to allow our faculty, staff and learners to focus on the task at hand, and supports the organization’s first priority of safety and well-being for all.  

A new streamlined version of the Valuation – now named the “COVID-19 Valuation” has been released for FY20.

The most significant change made to the new COVID-19 Valuation is the removal of the overall rating guidelines for FY20. In place of numerical ratings, responses will be a simple yes or no with opportunity to still have meaningful conversations about career and professional development, and future goal setting.

Many staff members began the original FY20 Valuation process over the last several months, and if capacity allows, it’s strongly encouraged to continue. This approach is still the preferred approach at Michigan Medicine, but may not be feasible for all during this pandemic. The full Valuation, including ratings, is planned for FY21. More details will come in the future about this.

Both the manager and their employees should discuss progress made to date on the FY20 Valuation and determine which version to use for their department/unit.

Employees must have a completed evaluation on file to comply with Joint Commission and Michigan Medicine policy requirements.

Learn more about the NEW Valuation form by attending one of our webinars in May or June.

My Valuation Template (COVID-19 Update) 

My Valuation Template (COVID-19 Update) Overview

My Valuation Template

Understanding the FY20 Staff and Leadership Valuation

Performance Management Guidance by Quarter

Performance Management is a continuous process. By connecting throughout the year, both leader and employee will feel less burdened, adjustments can be made, and a more robust representation of the employee’s work can be achieved. Use the below breakdown by quarter to help navigate the Performance Management process.

Quarter 1 (July – September)

The start of the new fiscal year provides an opportunity to review last year’s evaluation, have impactful conversations about last year’s performance and what will carry over into this new year, and start working on job-specific work goals. View this short Q1 overview video for more detail on the steps outlined below.

  1. Review the 1-Year Performance Management Roadmap
  2. Review last year’s evaluation and note any items that will carry over to this year
  3. Hold a leader and employee check-in (Initial Conversations Starter Questions), preferably during an already scheduled 1:1
  4. Employee begins to formulate current year Job Specific Work Goals in SMART format, with guidance from leader. SMART Goals ResourcesLinkedIn Learning Login Instructions.
  5. Begin to reflect and fill out the Future Focused Employee Development Section D, and begin to create a Development Plan
  6. Leader identifies any Department Specific Content that will apply to employees within their span of control, and shares content with employees.
  7. Leader and employee meet to discuss initial job specific work goals, and development. Employee/leader update Valuation.

Quarter 2 (October – December)

If you haven’t started working on your SMART goals, it’s ok. The second quarter focuses on revisiting your goals and Development Plan, as well as preparing for your mid-year review. View this short Q2 overview video for more detail on the steps outlined below.

  1. Hold a leader and employee check-in (Check-In Conversations Questions), preferably during an already scheduled 1:1.
  2. Revisit and refine job specific work goals.  If you haven’t started yet don’t worry, but it would be good to get moving on creating SMART goals. Additional resources: SMART Goals PresentationSMART Goals Template.
  3. Revisit and refine Development Plan as needed
  4. Prepare for Mid-Year Review

Quarter 3 (January – March)

The third quarter is when we begin to review our progress towards our current goals, make any necessary adjustments, and seek input from our colleagues about our overall performance this year. View this short Q3 overview video for more detail on the steps outlined below.

  1. Hold Mid-Year Review
  2. Begin to think about 360 Peer / Customer Feedback and consider sending 360s out.
  3. Revisit and refine Development Plan as needed
  4. Revisit and refine Job Specific Work Goals as needed

Quarter 4 (April – June)

By the time we reach the fourth quarter, much of the work has been done to make our Valuation process a success. There are a few final details to complete the current fiscal year review and start thinking about next year’s goals. View this short Q4 overview video for more detail on the steps outlined below.

  1. Hold a leader and employee check-in ( End Of Year Questions ), preferably during an already scheduled 1:1
  2. Continue to think about 360 Peer / Customer Feedback and send 360s out.
  3. Revisit and refine Development Plan as needed
  4. Revisit and refine Job Specific Work Goals as needed
  5. Begin to think about job specific goals for next year
  6. (July) Leader sends Valuation to employee to finish completing employee sections and ratings.  Employee sends Valuation back to leader to complete their sections and ratings.  Leader and employee meet to discuss final rating.  Signed Valuation submitted to Human Resources.