Performance Management <ul><li>Training </li></ul>
Learning Objectives <ul><li>Understand the Performance Management Process and how it works </li></ul><ul><li>Become famili...
Alternate Career Progress <ul><li>3.0% for all employees* </li></ul><ul><li>Up to an additional 1.5% based on Performance ...
Why do we do Performance Evaluations? <ul><li>To Communicate and Share Expectations. </li></ul><ul><li>Your Supervisor can...
“ GAP” Actual Performance (Where you are) Optimal Performance (Where you want to be) Development
What are the benefits of Performance Evaluations? <ul><li>For you? </li></ul><ul><li>For your Supervisor? </li></ul>
Benefits Employee Supervisors Dept/Organization <ul><li>Clear sense of what you are to do and why you’re doing it </li></u...
The Self Evaluation Tools Performance Factors Performance Summary Statement of Achievements and Results
Annual Statement of Achievements and Results <ul><li>List the work (responsibilities/duties, or projects) assigned to you ...
Examples Regularly clean office space Vacuumed & dusted 20 offices, once a week, washed walls and desks once a month. Proc...
Points to Discuss with your Supervisor <ul><li>How are you doing in your role? </li></ul><ul><li>What could be done to hel...
During Review Meeting <ul><li>Discus the achievements and progress you have accomplished over the past year. </li></ul><ul...
Performance Factors <ul><li>Tries to measure your actions and conduct:  HOW  you do your work </li></ul><ul><li>8 Performa...
 
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 m...
I complete all of my assigned tasks, and I am committed to the quality of my work. I have never missed a deadline and ther...
I complete all of my assigned tasks, and I am committed to the quality of my work. I have never missed a deadline and ther...
Row    is 2 ( meets expectations ) 2 Row    is 1 ( needs improvement) 1 Row    is 3 ( exceeds expectations ) 3 Row    ...
Row    is 2 ( meets expectations ) 2 Row    is  NOT APPLICABLE -- Row    is 3 ( exceeds expectations ) 3 Row    is 2 (...
Performance Summary <ul><li>Total Performance Factor rating. </li></ul><ul><li>Variable weighting based on job relevance. ...
<ul><li>Not a requirement  </li></ul><ul><li>Weighting based on significance to position </li></ul><ul><li>Your Supervisor...
<ul><li>Use this section for any additional comments. </li></ul><ul><li>Sign and date your self evaluation and give to you...
Overview: Performance Factors Recommendations and Performance Plan Performance Evaluation Supervisor Benefits Organization...
Performance Evaluation Process Set a review date   Review all  Documentation and Notes   Complete Self Evaluation and give...
The Performance Management Webpage <ul><li>http://www.uleth.ca/hum/performancemanagement/ </li></ul>
Questions?
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Employee Session Presentation

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Employee Session Presentation

  1. 1. Performance Management <ul><li>Training </li></ul>
  2. 2. Learning Objectives <ul><li>Understand the Performance Management Process and how it works </li></ul><ul><li>Become familiar with the tools </li></ul><ul><li>Using the Webpage </li></ul>
  3. 3. Alternate Career Progress <ul><li>3.0% for all employees* </li></ul><ul><li>Up to an additional 1.5% based on Performance Evaluations* </li></ul><ul><li>Employees at max for at least one year; increase provided as monthly lump sum installments </li></ul><ul><li>2 year trial period </li></ul>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%
  4. 4. Why do we do Performance Evaluations? <ul><li>To Communicate and Share Expectations. </li></ul><ul><li>Your Supervisor can clarify what they expect of you. </li></ul><ul><li>You can communicate your expectations of how you should be managed and what you need to do your job. </li></ul><ul><li>Identify “Gaps” and develop a plan to close the “Gap”. </li></ul>
  5. 5. “ GAP” Actual Performance (Where you are) Optimal Performance (Where you want to be) Development
  6. 6. What are the benefits of Performance Evaluations? <ul><li>For you? </li></ul><ul><li>For your Supervisor? </li></ul>
  7. 7. Benefits Employee Supervisors Dept/Organization <ul><li>Clear sense of what you are to do and why you’re doing it </li></ul><ul><li>Capitalize on your strengths </li></ul><ul><li>Know what you need to do differently </li></ul><ul><li>Understand how you contribute to the department and organization </li></ul><ul><li>Recognition and appreciation of your contributions </li></ul><ul><li>More engaged in what you do </li></ul><ul><li>Are possibly happier at work </li></ul><ul><li>Further your career interests </li></ul><ul><li>Greater communication </li></ul><ul><li>Better employee relations </li></ul><ul><li>Awareness of employee career interests and strengths </li></ul><ul><li>Determine progression to roles that better utilize skills </li></ul><ul><li>Enhanced effort in quality and productivity </li></ul><ul><li>Less absenteeism </li></ul><ul><li>Have a more unified team </li></ul><ul><li>Less costly turnovers </li></ul><ul><li>Improved leadership skills </li></ul><ul><li>Know what kind of help your employees need from you </li></ul><ul><li>Good grasp of workloads </li></ul><ul><li>Historical record and comparisons </li></ul><ul><li>Better knowledge of talent pool </li></ul><ul><li>Coaching, Training, & Development needs </li></ul><ul><li>Succession planning </li></ul><ul><li>HR planning to achieve University’s strategic goals as they evolve. </li></ul><ul><li>Adapt more quickly and easily to change </li></ul><ul><li>A more engaged and focused work force </li></ul><ul><li>A fair way to link performance to rewards. </li></ul><ul><li>Retain top performers </li></ul><ul><li>Greater department morale and community spirit </li></ul><ul><li>Learn more about the effectiveness of our selection procedures. </li></ul>
  8. 8. The Self Evaluation Tools Performance Factors Performance Summary Statement of Achievements and Results
  9. 9. Annual Statement of Achievements and Results <ul><li>List the work (responsibilities/duties, or projects) assigned to you over the past year </li></ul><ul><li>Tell us how you did; be as objective as possible, but honest, if you feel that you did a great job say so! </li></ul>
  10. 10. Examples Regularly clean office space Vacuumed & dusted 20 offices, once a week, washed walls and desks once a month. Process student registration data <ul><ul><li>Entered data for 30-40 students a day </li></ul></ul>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)
  11. 11. Points to Discuss with your Supervisor <ul><li>How are you doing in your role? </li></ul><ul><li>What could be done to help you improve? </li></ul><ul><li>What where your achievements </li></ul><ul><li>Are there any career goals that you would like to pursue? </li></ul><ul><li>How can your supervisor provide support? </li></ul>
  12. 12. During Review Meeting <ul><li>Discus the achievements and progress you have accomplished over the past year. </li></ul><ul><li>Identify ways you want to further develop your professional performance, including training, assignments, new challenges, and so on. </li></ul><ul><li>Discus areas of agreement and disagreement and reach consensus. </li></ul>
  13. 13. Performance Factors <ul><li>Tries to measure your actions and conduct: HOW you do your work </li></ul><ul><li>8 Performance Factors : </li></ul><ul><ul><li>Quality and Quantity </li></ul></ul><ul><ul><li>Attitude and Reliability </li></ul></ul><ul><ul><li>Working Relations </li></ul></ul><ul><ul><li>Communication </li></ul></ul><ul><ul><li>Knowledge and Versatility </li></ul></ul><ul><ul><li>Planning and Initiative </li></ul></ul><ul><ul><li>Judgment and Problem Solving </li></ul></ul><ul><ul><li>Supervision and Leadership </li></ul></ul>
  14. 15. All of the random checks of my areas last year were positive, they were clean and met the standards
  15. 16. 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.
  16. 17. 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.
  17. 18. 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
  18. 19. 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
  19. 20. 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
  20. 21. Performance Summary <ul><li>Total Performance Factor rating. </li></ul><ul><li>Variable weighting based on job relevance. </li></ul><ul><li>Summarize strengths and weaknesses. </li></ul><ul><li>Plan for next year. </li></ul>
  21. 22. <ul><li>Not a requirement </li></ul><ul><li>Weighting based on significance to position </li></ul><ul><li>Your Supervisor will use this section to place importance on factors that are critical to your performance. </li></ul>
  22. 23. <ul><li>Use this section for any additional comments. </li></ul><ul><li>Sign and date your self evaluation and give to your Supervisor. </li></ul>
  23. 24. Overview: Performance Factors Recommendations and Performance Plan Performance Evaluation Supervisor Benefits Organization Benefits Employee Benefits Statement of Achievements and Results
  24. 25. 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
  25. 26. The Performance Management Webpage <ul><li>http://www.uleth.ca/hum/performancemanagement/ </li></ul>
  26. 27. Questions?

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