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New tool to enhance VUMC employee evaluation process

Jan. 22, 2015, 9:16 AM

by Erika Houser

This year, Vanderbilt University Medical Center is using a new technology and format for mid-year and annual performance evaluations.

A new tool, called Performance Central, will open this week for VUMC employees to begin mid-year self-evaluations.

Training is available in the Learning Exchange. Job aids, FAQs and other resources can be found at hr.vanderbilt.edu/performance-central.

Employees will use the system starting this week to document mid-year evaluations and enter goals.

Managers have been entering their goals and becoming familiar with the system over the past few months.

The mid-year evaluation will start with a self-evaluation where you can make comments on accomplishments and challenges and enter two to three goals. Great progress has been made with manager goals, which are matched to pillars and staff goals.

The new evaluation has three sections and a compliance check off:

• Goals, matched to support institutional pillar goals — managers have already entered goals, which will be a weighted part of their annual evaluation. Staff should enter any goals set earlier in the year or discuss which goals to input with their managers during the mid-year conversation. Goals will be visible, but will not be a weighted part of annual evaluations for staff this year.

• Credo.

• Elements of Performance: The Elements of Performance section replaces the key functions section in VPES. These elements are standard for all positions and cover knowledge, skill, ability, reliability, performance and outcomes.

• Compliance check-box based on items in the Compliance Portal.

Annual compliance activities will be listed and tracked in a new Compliance Portal. The portal will display required items and once they are completed, this will be indicated in Performance Central.

Performance Central, the online training and the Compliance Portal are now available. Goals should be entered and self-evaluations completed in the next few weeks. Conversations and manager comments should be complete by the end of March.

Performance Central is only being used in the Medical Center at this time. The School of Medicine will communicate directly with its employees on timeline and instructions.

This first set of actions fits into the new evaluation cycle, with the next step being annual evaluations starting in June and ending by Sept. 1. More information will be communicated about this later in the year.

If you have questions after completing the training and visiting the web page, or if you have technical problems with the site, visit the Employee Service Center.

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