Performance Development Planning (PDP)

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(No Transcript)
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• Performance Development Planning (PDP)

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• Agenda Staff session

• Overview (15 min)
• What is it, why do it
• Whats different
• Career Planning and Development (45 min)
• Preparing for the annual Performance Review (20
  min)
• Performance Process and Form(s)

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• Overview

We are the creative force of our life, and
through our own decisions rather than our
conditions, if we carefully learn to do certain
things, we can accomplish those goals. Stephen
Covey
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• What is it?

Performance Planning Dialogue between manager and
staff to set clear, specific performance
expectations at the beginning of cycle
Performance Review Two way discussion and written
document focusing on staff performance, areas of
excellence, goals for improvement and development
needs
Ongoing Coaching Two way discussion which focuses
on recognizing excellence and areas for
improvement and learning as well as barriers to
performance
Performance Criteria Information which provides
the foundation for performance job description,
organizational goals, competencies, standards
Feedback Ways in which feedback can be collected
which may include peers, clients or 11 between
Manager and staff
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• Overview Why do it?

• To create and foster an ongoing, two-way
  communication process which
• clarifies expectations and how you contribute to
  the overall success of the organization
• helps you reach your personal and professional
  goals through skill development
• integrates consistent ongoing feedback and
  coaching practices designed to support your
  development targets

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• What is different

Shared vision, governance and framework
Builds a system that builds performance to meet
organization needs
Keeps a forward focus on the shifts in skills
that are needed for employees to succeed
Links to other systems (training and development,
communities of practice)
Identifies desired culture, behaviours and style
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• Partnership between Management and Staff

• Understanding how you contribute to
• the organizations goals
• Agreement on the targets which focus
• on performance and behaviour
• Agree on what the Manager will
• do to help remove barriers and allow
• you to excel
• Agree on when you will meet throughout the year
  for coaching conversations

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• Performance Planning Feedback

Knowing yourself is the beginning of all
wisdom Aristotle
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• Performance Planning Components

• Expectations goal setting
• What is required in order to be successful in
  your job - understanding performance expectations
  and contributions for the future period
• What are we trying to achieve and how you can
  contribute - understanding the department and
  organization goals
• Leverage and build new capabilities
• utilizing your existing strengths and
  capabilities to achieve the goals
• What new skills, knowledge and competencies will
  you need to develop to be successful

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• Performance Planning setting expectations

Specific What is the desired outcome?
Measurable How will you and your staff member know if the desired outcome has been achieved?
Attainable Have you and your staff member discussed and reached consensus on the outcome?
Relevant Are the assignments relevant for the position? Are they aligned with department or organizational goals?
Timely When will the result be achieved?
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• Think about...

• Consider the six specific competencies related to
  your job
• What are some of the daily tasks or activities
  where these are performed? What does good
  performance look like? Ensure you are clear.
• What are some projects or assignments you may
  need to complete? What is the desired outcome?
  How will it be measured?
• What observable behaviours are important as you
  complete the task or project?

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• Creating Development Plans

• Develop or improve skills, knowledge or
  competencies in their current role
• Acquire new skills, knowledge or competencies in
  current role relating to
• a new assignment,
• change to role responsibilities,
• introduction of new process or technology
• Obtain new skills, knowledge or competencies in
  preparation for career development in a new role

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• Creating a development plan

UBCs Objectives
Department Unit Goals
Your current Skills
Your Development (in current role)
Your Aspirations
Development Plan
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• David Lamprons career path

Dave credits his communication skills,
self-awareness, and humility I didnt know
everything, in fact I pretty well knew nothing,
but I was very eager to learn for contributing
to his successful career development. UBC did
many things to support my career development
provided me with challenging work assignments,
mentors to guide me, financial and motivational
support to complete an MBA degree, and career
progression opportunities.
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• Your Managers role

• FIRST AND FOREMOST - to ensure you have the
  expertise and training required to excel in your
  current position
• WHERE POSSIBLE - support your career aspirations
  within IT by
• Helping you to ensure your aspirations are
  achievable in the organization (in alignment with
  strategy, business needs and technology roadmaps)
• Facilitating introductions
• suggesting appropriate development opportunities
  (timing, resourcing, learning methods)

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• Your role

• To take ownership and initiative for your
  development within your current position and for
  your future career aspirations
• for your current role embracing change,
  welcoming feedback and extending yourself
• for a new role - creating and owning a
  development plan for yourself

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• Steps to your development plan

1. Assess where you are (self assessment)
2. Determine where you want to be (career framework
   or other)
3. Develop steps on how to get there (development
   activities self learning, courses, mentoring)

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• Step one self assess

• Identify
• Your strengths what are you good at?
• Your interests what motivates and inspires
  you?
• Your preferences what are the places, people
  and things that you value - time, location, type
  of work, style, earnings, flexibility
• Your personality type or working style
  introvert vs extrovert, thinking vs feeling etc
• Where you can add value to the organization
  what does the organization need to be successful
  and how can you contribute

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• Self Assess.....

• Self assessment tools
• Strengths Finder
• Myers Briggs
• EQ-i Emotional Intelligence
• Seek feedback from your
• manager
• peers and coworkers
• clients
• where you volunteer

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• Feedback

• Actively participating in 11s with your manager
  and seeking feedback
• Take advantage of coaching opportunities
• Put aside ego we all have
• opportunities to grow, learn
• something new, and gain new
• perspectives

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• Feedback staff development

• Acknowledge the strengths
• Focuses on the actions required to move forward
• Identifies plans to overcome obstacles
• Helps you to achieve your goals
• Fosters a productive working relationship.
• helps reinforce positive work skills and habits

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• Step Two - where do you want to be?

Applications Development Applications Development Applications Development Applications Development AV Services AV Services AV Services AV Services Business Analysis Business Analysis Business Analysis Client Svs Client Svs Client Svs Database Database Database Database Enterprise Architecture Enterprise Architecture Enterprise Architecture Enterprise Architecture Leadership and Management Leadership and Management Leadership and Management Leadership and Management Leadership and Management Network Analysis Network Analysis Network Analysis Network Analysis Project Management Project Management Project Management Project Management Project Management QA Analysis QA Analysis QA Analysis QA Analysis Support Analyst Support Analyst Support Analyst Support Analyst Systems Analysis Systems Analysis Systems Analysis Systems Administration Systems Administration Systems Administration Systems Administration
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• Step Three Create a development plan

• On the career framework website

• Two development plan template alternatives and
  instructions
• Tips for staff
• Competency Resource guide for development
  competencies

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• Steps

• Perform self-assessment
• Identify development opportunities
• Initiative some self-development activities
• Take on some new tasks
• Do some self learning reading, courses
• Discuss with your manager. See what your Manager
  can do to support your development.
• Discuss best learning methods, agree on outcome
  and timeline
• Track progress and celebrate success!

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• Coaching Video

http//www.youtube.com/watch?vK2bZyIqMPTI
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Performance Review

• Id like time to share my ideas and opinions and
  have a hand in the performance review
• by the time the performance review comes, all
  the good work Ive done isnt remembered
• while money is important, Id like to know that
  what I do is valued, important and contributing
  to something bigger

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• Preparation for the discussion

• Reflect on the past year. Summarize your
  progress over the past year, the goals youve
  met, areas of excellence and areas for
  improvement. Include examples.
• Prepare a development plan which includes
• opportunities to excel within your current
  position and add value to the organization
• Career aspirations you may have

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• What will be covered in the meeting

1. your self assessment on last years performance
   and goals. Discussion which includes your
   managers observation and assessment.
2. your aligned job description and job title.
   Overview of competency proficiency
3. your departments goals and discussion/agreement
   on your individual goals. Your manager will
   identify how your individual goals contribute to
   the overall dept/unit goals.
4. your development plan
5. agreement on meeting throughout the year for
   11s

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• Desired Outcomes

• Identified how your performance compared to the
  expectations that were established.
• Provided feedback on how your performance is
  helping the group achieve its goals.
• Motivated you to continue doing what you do well,
  building on your strengths and improving your
  performance where needed.
• Identified barriers to performance and how to
  address them.
• Agreed on your development opportunities and
  activities.
• Completed the annual assessment that is required.

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• Resources

• Creating and Using a Development Plan
• Personal Career Development Plan templates
• http//careerframework.ubc.ca\it
• Coaching http//www.hr.ubc.ca/coaching/coaching-re
  sources
• UBC learning and development programs
  http//www.hr.ubc.ca/learning-development3/
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