Human Resources Department

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Human Resources Department Performance Management
Presentation
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AGENDA
Introduction Performance Management
Phases Steps in Performance Appraisal
WRAP-UP Q A
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What - Definition and Key Concepts

• Performance Management
• An on-going communication process between the
  staff member and
• supervisor
• A shared responsibility that involves active
  participation and working
• together to PLAN, MONITOR, and REVIEW staff
  members work
• objectives /goals and overall contribution to
  the organization

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Why do we have Performance Management

• ORGANIZATIONAL EFFECTIVENESS
• PERFORMANCE IMPROVEMENT
• IDENTIFICATION OF STRENGTHS
• TRAINING AND DEVELOPMENT
• REWARD

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Performance Management Phases
PERFORMANCE PLANNING

• Set and Discuss Goals

PERFORMANCE FEEDBACK

• Monitoring

PERFORMANCE REWARDING

• Annual Performance Review Process

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Performance Planning Phase Self - Assessment
PERFORMANCE PLANNING

• Performance Goal Setting
• Developmental Goal Setting
• Establishment of performance expectations
• Supervisor and employee must work together to
  establish
• What is expected to effectively execute the work
• What results are to be achieved or accomplished
• How these results are expected to be achieved

PERFORMANCE FEEDBACK
PERFORMANCE REWARDING
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New approaches are needed
Performance Planning Phase Goal Setting

• S.M.A.R.T. Criteria for Goal Setting
• Specific
• Measurable How well not How much
• Agreed upon
• Realistic
• Time bound
• How to SET goals
• Identify 5 goals (3 business, one professional,
  one values)
• Reference various sources
• Review goals for clarity and understanding
• Review goals and assess priority
• Identify important interfaces, team
• members and roles

PERFORMANCE PLANNING
PERFORMANCE FEEDBACK
PERFORMANCE REWARDING
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Performance Feedback Phase
PERFORMANCE PLANNING

• Providing the provision of ongoing, timely
  feedback and coaching based on
• observable and verifiable work- related
  behaviors, actions and results
• Valuable performance feedback relies on timely,
  honest and open communication
• Feedback should be provided regularly and as
  close as possible to the event

PERFORMANCE FEEDBACK
PERFORMANCE REWARDING
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Performance Rewarding Phase
PERFORMANCE PLANNING
PERFORMANCE FEEDBACK

• Actual formal performance review
• Relies heavily upon development of annual
  appraisal that summarizes achievement of results
  against agreed upon targets or established
  goals
• Process of aligning individual performance to
  compensation

PERFORMANCE REWARDING
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Performance Management Phases
Annual Performance Review Guidelines

• Review goals from the last review period, go over
  these and talk about how goals were achieved or
  not and why
• Discuss employees strengths and their weaknesses
  in a balanced evaluation
• Agree upon standards for performance for the key
  job responsibilities
• Include a review of key performance areas or
  projects where an employee has performed well.
• Manager should make criticisms of employees work
  in a constructive way. How can it be improved?
• Interact during the performance appraisal process
• Set quantifiable and achievable goals for the
  next period
• Collaboratively develop a coaching and
  improvement plan if needed
• Design a development plan together that helps the
  employee grow professionally
• Maintain a professional demeanor and dont let
  the discussion get personal
• Follow up with informal performance feedback

PERFORMANCE PLANNING
PERFORMANCE FEEDBACK
PERFORMANCE REWARDING
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Performance Management Phases
Rating Categories

• Exceeds expectations Extraordinary performance.
  Professionalism and achievements consistently of
  highest order
• Meets expectations Generally competent with
  instances of excellent output needs to be more
  consistent in certain areas.
• Needs improvement Does not meet standards and
  needs improvement. An interim performance
  improvement plan is required must be reviewed
  with HR prior to discussion with staff member.

PERFORMANCE PLANNING
PERFORMANCE FEEDBACK
PERFORMANCE REWARDING
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Annual Performance EvaluationSelf-Evaluation Form
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Mid-Year Performance EvaluationSelf-Evaluation
Form
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Collaboration
Enabling
Disabling
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Compassion
Enabling
Disabling
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Social Justice
Enabling
Disabling
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Integrity
Enabling
Disabling
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Performance Management Cycle

• Review job description for responsibility
• Establish performance goals and measurement
• Establish developmental goals and measurement

Goal Setting
Performance Evaluation
Feedback

• Results against goals
• Identify strengths/development opportunities
• Basis for compensation recommendation

• Transparent, honest, open communication
• Regular and tied to actual events
• No surprise s

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Performance Management Calendar