Employee Session Presentation
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Employee Session Presentation

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Employee Session Presentation Employee Session Presentation Presentation Transcript

  • Performance Management
    • Training
  • Learning Objectives
    • Understand the Performance Management Process and how it works
    • Become familiar with the tools
    • Using the Webpage
  • Alternate Career Progress
    • 3.0% for all employees*
    • Up to an additional 1.5% based on Performance Evaluations*
    • Employees at max for at least one year; increase provided as monthly lump sum installments
    • 2 year trial period
    Rating Score Between 2.00-2.25 = 0.50% Rating Score Between 2.26 – 3.25 = 1.00% Rating Score Greater than 3.25 = 1.5%
  • Why do we do Performance Evaluations?
    • To Communicate and Share Expectations.
    • Your Supervisor can clarify what they expect of you.
    • You can communicate your expectations of how you should be managed and what you need to do your job.
    • Identify “Gaps” and develop a plan to close the “Gap”.
  • “ GAP” Actual Performance (Where you are) Optimal Performance (Where you want to be) Development
  • What are the benefits of Performance Evaluations?
    • For you?
    • For your Supervisor?
  • Benefits Employee Supervisors Dept/Organization
    • Clear sense of what you are to do and why you’re doing it
    • Capitalize on your strengths
    • Know what you need to do differently
    • Understand how you contribute to the department and organization
    • Recognition and appreciation of your contributions
    • More engaged in what you do
    • Are possibly happier at work
    • Further your career interests
    • Greater communication
    • Better employee relations
    • Awareness of employee career interests and strengths
    • Determine progression to roles that better utilize skills
    • Enhanced effort in quality and productivity
    • Less absenteeism
    • Have a more unified team
    • Less costly turnovers
    • Improved leadership skills
    • Know what kind of help your employees need from you
    • Good grasp of workloads
    • Historical record and comparisons
    • Better knowledge of talent pool
    • Coaching, Training, & Development needs
    • Succession planning
    • HR planning to achieve University’s strategic goals as they evolve.
    • Adapt more quickly and easily to change
    • A more engaged and focused work force
    • A fair way to link performance to rewards.
    • Retain top performers
    • Greater department morale and community spirit
    • Learn more about the effectiveness of our selection procedures.
  • The Self Evaluation Tools Performance Factors Performance Summary Statement of Achievements and Results
  • Annual Statement of Achievements and Results
    • List the work (responsibilities/duties, or projects) assigned to you over the past year
    • Tell us how you did; be as objective as possible, but honest, if you feel that you did a great job say so!
  • Examples Regularly clean office space Vacuumed & dusted 20 offices, once a week, washed walls and desks once a month. Process student registration data
      • Entered data for 30-40 students a day
    Provide the delivery of high quality and accurate code in support of the AS system – a combination of code developed in-house and from our vendor SunGard. My combination of knowledge, experience, and technical analysis were key to achieving these results. I am able to work with users on technical details and get the results the user expects. I was primarily answerable for about 6000 lines of code. 30% 50% (9 months)
  • Points to Discuss with your Supervisor
    • How are you doing in your role?
    • What could be done to help you improve?
    • What where your achievements
    • Are there any career goals that you would like to pursue?
    • How can your supervisor provide support?
  • During Review Meeting
    • Discus the achievements and progress you have accomplished over the past year.
    • Identify ways you want to further develop your professional performance, including training, assignments, new challenges, and so on.
    • Discus areas of agreement and disagreement and reach consensus.
  • Performance Factors
    • Tries to measure your actions and conduct: HOW you do your work
    • 8 Performance Factors :
      • Quality and Quantity
      • Attitude and Reliability
      • Working Relations
      • Communication
      • Knowledge and Versatility
      • Planning and Initiative
      • Judgment and Problem Solving
      • Supervision and Leadership
  •  
  • All of the random checks of my areas last year were positive, they were clean and met the standards
  • All of the random checks of my areas last year were positive, they were clean and neat. I am committed to the quality of my work and there have never been any problems with quality I have a good grasp of serials binding, receiving, basic map cataloguing, and general services desk responsibilities. After my initial training sessions in monograph cataloguing in May I have started to learn and develop those skills. I know that there are still things that I don’t know how to do but I am working on them.
  • I complete all of my assigned tasks, and I am committed to the quality of my work. I have never missed a deadline and there have never been any problems with quality I have a good grasp of serials binding, receiving, basic map cataloguing, and general services desk responsibilities. After my initial training sessions in monograph cataloguing in May I have started to learn and develop those skills. I know that there are still things that I don’t know how to do but I am working on them. I uses the materials provided (backpack vacuums, new micro fibers), and am interested in any equipment (Vanquix sponge for stain removal, Brill Squeegee…) that is faster or more efficient.
  • I complete all of my assigned tasks, and I am committed to the quality of my work. I have never missed a deadline and there have never been any problems with quality I have a good grasp of serials binding, receiving, basic map cataloguing, and general services desk responsibilities. After my initial training sessions in monograph cataloguing in May I have started to learn and develop those skills. I know that there are still things that I don’t know how to do but I am working on them. I make the most of my workday. I uses the materials provided (backpack vacuums, new micro fibers) very effectively and I am interested in, and even requests any equipment (Vanquix sponge for stain removal, Brill Squeegee…) that is faster or more efficient. This was a busy year and I completed all of the 3 projects I was working on and my supervisor commented on what a good job I did. Things should get easier for me now that I am familiar with the new machine, and I should be able to take on some extra projects this year
  • Row  is 2 ( meets expectations ) 2 Row  is 1 ( needs improvement) 1 Row  is 3 ( exceeds expectations ) 3 Row  is 2 ( meets expectations ) 2 Total rating 8 Total rating 8 divided by 4 rows = 2.00
  • Row  is 2 ( meets expectations ) 2 Row  is NOT APPLICABLE -- Row  is 3 ( exceeds expectations ) 3 Row  is 2 ( meets expectations ) 2 Total rating 7 Total rating 7 divided by 3 rows = 2.33
  • Performance Summary
    • Total Performance Factor rating.
    • Variable weighting based on job relevance.
    • Summarize strengths and weaknesses.
    • Plan for next year.
    • Not a requirement
    • Weighting based on significance to position
    • Your Supervisor will use this section to place importance on factors that are critical to your performance.
    • Use this section for any additional comments.
    • Sign and date your self evaluation and give to your Supervisor.
  • Overview: Performance Factors Recommendations and Performance Plan Performance Evaluation Supervisor Benefits Organization Benefits Employee Benefits Statement of Achievements and Results
  • Performance Evaluation Process Set a review date Review all Documentation and Notes Complete Self Evaluation and give to Supervisor Supervisor completes Employee evaluation Performance Review Meeting and Development Planning Exchange feedback throughout Year
  • The Performance Management Webpage
    • http://www.uleth.ca/hum/performancemanagement/
  • Questions?