Performance Evaluation process - Manager's guide to using Cascade

Performance Evaluation process Manager’s guide to using Cascade

Introduction This guide is part of a suite of resources designed to support your understanding of the Performance Evaluation process and provides step-by-step instructions on how to capture performance expectations in relation to objectives and characteristics in the Cascade system.

Agreeing performance expectations Cascade should be used to capture the objectives, behaviours and characteristics that you and your team member have mutually agreed.

This booklet provides step-by-step instructions on how to capture performance expectations in the system.

Step 1 – select your team member On your home screen, select ‘Me and My Direct Reports’ from the lefthand column. A list of your team members will appear – click on relevant name to continue.

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Step 2 – create a new record Click on the drop down list and select ‘01 Agree Performance Expectations’ then click ‘Add a New Record’.

Step 3 – select the correct year Select the correct appraisal year from the drop-down menu.

Step 4 – select the characteristics Select four characteristics by clicking on the dropdown menu next to each one.

The related behavioural statements will not automatically pull through to this screen – should you wish to view these, please see the ‘Mid Year Performance Evaluation’ screen or refer to the ‘ABC Competency Framework Guidance’ document.

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The full list of characteristics is as follows: • Decisive thinking • Ability to influence • Delegation • Attention to detail • Embracing change • Being a role model • Emotional intelligence • Budget management • Insight led • Coaching and mentoring • Open mindedness • Collaboration • Performance management • Commercial awareness • Personal credibility • Communication • Project management • Composure • Sport at the heart • Continual learning • Strategic thinking • Courage to challenge • Time management • Creativity • Customer focus Step 5 – capture the objectives Scroll down the screen and populate objectives - a minimum of two and a maximum of four. Once you have populated the objectives, please click ‘Save’.

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Performance Evaluations This example shows you how to complete a Mid Year Performance Evaluation. Mid and end year Performance Evaluations are completed in the same way; there is simply a different option to choose at the start of the process.

Step 1 – select the correct evaluation Select ‘02 Mid Year Performance Evaluation’ from the drop-down menu. You should then be presented with this screen, then click on ‘View’ as shown.

Step 2 – add preparation comments Add your preparation comments prior to the Performance Evaluation meeting with your team member - they will not be able to see them. There is also a screen for the team member to input their preparation comments for their own reference, which you will not be able to see.

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Step 3 – add scores Once you have held the Performance Evaluation meeting, you will need to input a ‘Score’ for each characteristic and objective.

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The table below explains how you should score each characteristic: Rating

Description

B

Below - the majority of behaviours for this behaviour group were not used when needed or were not effective. Some significant omissions or ineffective behaviour.

A

Attaining - the majority of behaviours for this behaviour group were used when needed and were usually used effectively. No significant omissions or ineffective behaviours.

S

Strong - all behaviours for this behaviour group were used effectively when needed.

E

Exceptional - all agreed behaviours for this group were used effectively whenever needed. Stands out as a role model for this behaviour.

The table below explains how you should score each objective: Rating

Description

B

Below - has not met set objectives.

A

Attaining - met most of set objectives, including time, budget and expectations.

S

Strong - the objectives have been met in line with the requirements and expectations. All outputs and impacts have been achieved as required and as expected. Supervision was accessed as required and communication with the Line Manager has been effective.

E

Exceptional - the objectives have been completed on or before the deadline. The role holder demonstrates initiative, broader perspective and thinking at a level above that which was anticipated, and/or the impact and outcomes have had a positive benefit on one or more work areas.

This scoring will feed into the algorithim for the Performance Evaluation which will calculate an end of year result.

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