Administrative Services & Operations Unit

Of the annual performance evaluations submitted during the quarter, the % submitted on or before the end of the grace perios

74.6%SFQ4 2020

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Notes on Methodology

  • DVHA Senior Management Team
  • DVHA Management Team
  • DVHA Business Office
  • Managers/Supervisors
  • Administrative Staff
  • Staff
Story Behind the Curve

Performance management is an effective supervisory tool that can enhance the productivity and motivation of employees. Clear job responsibilities and expectations are established in relation to organizational goals and objectives. Continuous feedback is provided to improve communication between employees and supervisors. Formal performance reviews document and evaluate performance in relation to established expectations.

Historically, across the agency, and our department, engagement in the evaluation process has been significantly low. The Administrative Services Unit, along with the support of leadership, has communicated to Managers and supervisors the importance of evaluations and how they help promote employee engagement, productivity and motivation for our staff. Our expectation is that DVHA’s completion rate will continue to significantly increase over time.

Note on SFY19 Q1:  DVHA has 9 evaluations that are still pending as the grace period just ended or is ending soon and there is a two-pay period turn-around time for HR to add these to the database.  Of the pending 2 are Exempt Positions; They do not have to follow a due date listed/grace period and can submit an evaluation any time during the year. Also to note, one of these exempt positions is in the AAGs office and they have their own evaluation process and don’t submit them to AHS HR.

Last updated:  07/15/2020

  • Send monthly email reminders to managers/supervisors alerting them of any upcoming evaluations that are due for their staff.
  • Ensure that new managers/supervisors receive a list of their staff evaluation due dates.
  • Administrative staff can create reminders and block out time on a quarterly basis for working on evaluations for managers/supervisors. They can start the evaluation for the manager/supervisor by filling in position information, current job duties, and copy past evaluation goals over.
  • In order to create more of a culture around this and to express the importance, timely evaluations should be mentioned at all Senior Management Team, Management Team, and one-on-one check-ins with managers/supervisors.
  • All managers/supervisors should have documented in their own evaluations the timely completion of evaluations for each of their staff. This should be a requirement across the board and needs to be instituted from the top down organizationally.
Scorecard Result Container Indicator Measure Action Actual Value Target Value Tag S R I P PM A m/d/yy m/d/yyyy