Page 51 - NWF November Updates

Performance management is a major responsibility of all supervisors. Supervisors who fail to

comply with this policy are subject to corrective action.

At the beginning of the work cycle, the supervisor and employee must meet to determine the
employee's key results/goals. Supervisors should use the Performance Appraisal Form to
record this information. Each employee must have a goal sheet established within 90 days of

starting in the position or when job duties change significantly. This goal sheet work outlines
the key results/goals consistent with the employee's job description. Performance
expectations are the objective measures or criteria used to evaluate job performance. The
goal sheet must be reviewed or updated at least annually.

Managing involves coaching and reinforcing employee progress toward achieving
performance expectations. Supervisors should provide employees with ongoing feedback

s.
about their job performance. Supervisors must should also conduct informal interim reviews.
Performance appraisals are timed with the fiscal year (September) and should be completed
at this time. In preparation for the appraisal, the supervisor may request other sources of
assessment (ie employee and/or colleague input). After reviewing the employee self-
appraisal and possible assessments, and completing the Performance Appraisal Form, the

supervisor must schedule an appraisal meeting. At the appraisal meeting, the supervisor
should identify and discuss key results/goals, identify and discuss performance that needs
improvement, review the extent to which the employee was successful or unsuccessful in
meeting goals and accountabilities set out in the employee's work plan, discuss professional
development opportunities, develop key results/goals for the following year, review the NWF
values.

The Performance Appraisal Form must be dated and signed by the employee and his or her
supervisor. No changes can be made or comments added to the Performance Appraisal Form
without the employee's knowledge. If additional information must be added after the original
work plan is written, it must be initialed and dated by the employee and supervisor. An
employee may choose to include additional comments upon receipt of his/her review. These
comments must be in writing and within 15 working days of receipt of the evaluation. The

completed and signed Performance Appraisal Form must be forwarded to the Human
Resources Department. The Performance Appraisal Form, whether an original or a copy and
wherever located, is a confidential personnel file document with restricted access. Supervisors
considering an employee for transfer or promotion are permitted access to the current or past
performance appraisal documents of that employee and should consult with Human

Resources.