Performance Management Pilot

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Introduction

Position Description (PD) Review & Revision is the second step in the Annual Plan Development Process. The purpose is to align the PD with information from the Review process and with the employee’s current capacity. The process includes supervisor analyses, conversations between the supervisor and employee, and supervisor revisions to the PD.

The process and revised PD prepare the supervisor and employee to complete the matching process, and to develop goals that directly and appropriately meet work unit and employee needs.

Preparation

Both

• Use OSU's PeopleAdmin to review the current Position Description on file.
  • After logging in at https://jobs.oregonstate.edu/hr, Supervisors and Employees may view position descriptions they have permission to by selecting the three blue dots in the upper left hand corner of the screen and selecting the Position Management module and then the position description type they wish to view.
  • Employee Quick View: select the “My Profile” link in the upper right hand corner of the home screen and then the “Position Descriptions” tab.
  • Downloadable instructions with images.

Supervisor

• Identify potential changes for the position based on results of Step I: Review of strategy and business needs.
  1. Functions
  2. FTE allocation
  3. Knowledge & skills
  4. Working relationships, e.g., colleagues and teams or workgroups
  5. Roles and responsibilities

Employee

• Identify current work.
  1. Regular responsibilities, new or changed responsibilities, special projects
  2. PD responsibilities the employee is not working on
  3. Upcoming work and changes to work
  4. FTE allocation, i.e., actual time spent on various responsibilities
  5. Knowledge & skills required
  6. Working relationships, e.g., colleagues and teams or workgroups

Conversation

The supervisor leads this conversation and invites the employee’s input.

1. Employee shares results of preparation work.
2. Supervisor shares strategic and business unit needs and changes.
3. Supervisor shares analysis of changes to position.
4. Both compare employee’s current work with potential changes.
5. Both brainstorm how to accomplish the changes
   1. New roles and relationships
   2. Reallocation of work across responsibilities
   3. New knowledge and skills
   4. Supports needed by the employee
   5. Cross training and succession planning (as they apply)
   6. How transition, e.g.,
      1. supports, training, introductions and communications with those affected by the changes, timing

PD Revisions

Supervisor

Minor fluctuations in workload percentages or tasks don’t require revisions to the PD. If more comprehensive revisions are required, the supervisor works with UHR Classification and Compensation to complete the process. Once complete, the supervisor shares the changes with the employee.

Next Step: Matching