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Performance Management for HR Practitioners - Participant Orientation


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GovLoop and the U.S. Office of Personnel Management are delivering a pilot course entitled, "Performance Management for HR Practitioners." This slide deck outlines the course as part of the …

GovLoop and the U.S. Office of Personnel Management are delivering a pilot course entitled, "Performance Management for HR Practitioners." This slide deck outlines the course as part of the Participant Orientation. To learn more about this course and GovLoop's social learning activities, please contact

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  • 1. Performance Management for HR PractitionersPARTICIPANT ORIENTATION S
  • 2. Today’s AgendaS  Introductions S  Instructional ToolsS  Course History, Overview, Goals S  ReadyTalkS  Course Content S  GovLoop Virtual Classroom S  Live Online Training (Tue) S  Syllabus S  Weekly Readings (Wed) S  Participant Guide S  Live Group Discussion (Thu) S  Slides / Archives S  Weekly Partner Reflection (Fri) S  Q&AS  Course Data S  Assignments / Next Steps S  Pre- and Post- Surveys
  • 3. Welcome and IntroductionsGovLoop OPM S  Linda DatcherS  Steve Ressler Workforce Development Manager Founder / President S  Karen Simpson Exec Dev and Training Policy AnalystS  Andrew Krzmarzick S  Instructors Community Manager S  Amanda Custer (Week 1) S  Ryan Hendricks (Week 2) S  Tony John (Week 3) S  Kevin Galliers (Weeks 4-5) S  Kate McGrath (Week 6) S  Megan Arens (Week 6)
  • 4. Course Context and Goals: New RealityS  Context S  budget cuts and travel restrictions spurring innovative approaches S  online and social learning = quickly emerging trend S  pilot DoD’s “Performance Management for HR Specialists” S  vetted by OPM policy experts and posted on HR UniversityS  Goals S  incorporate social learning into HR course(s) S  increase low- and no-cost training opportunities for HR professionals S  facilitate greater transfer of learning back to the job
  • 5. Course Context and Goals: Social Learning Connect Government to Improve Government. •  Inspire and inform public sector professionals •  Largest government niche network: 65,000 membersTHE KNOWLEDGE NETWORK FOR GOVERNMENT. •  Links like-minded people / projects, enhance efficiency •  Assesses and addresses key topics and trends
  • 6. Course Context and Goals: You = Trailblazer!S  95 Participants (original goal was 30)S  30 Agencies Represented S  DLA, DoD, DOE, DOL, DOT, ED, EPA, FCC, HUD, IRS, Navy, NLRB, Treasury, Senate, Smithsonian, VA, etc.S  HR Specialists, Program Analysts, Directors of Training, Chief of Civilian Operations, Chief of Staff for HR
  • 7. Course Learning ObjectivesS  After completing this course, participants will be able to: S  Describe the phases and requirements of the performance management process S  Identify the controlling authorities S  Describe the functions, core responsibilities, and soft skills required of the HR Practitioner related to performance management S  Identify practices that encourage more regular and meaningful communication with supervisors/managers
  • 8. Course Learning ObjectivesS  Identify supervisor/manager responsibilities in each phaseS  Explain the practitioner’s role in each phaseS  Identify appropriate performance-based actions a practitioner can advise a supervisor/manager to takeS  Identify relevant authorities for the use of performance managementS  Demonstrate the ability to apply course content in a simulation of a year-long performance review cycle
  • 9. Typical Week MON TUE WED THU FRI Email: Webinar: Readings: Discussion: Reflection:“Week Ahead” 2p ET Lunch / Learn 2p ET Email Partner S  We are tracking participation as part of the pilot S  Total time commitment: 2 ½ - 3 hours per week S  We recognize busy schedules! S  This is a recommended rhythm; virtual = flexible
  • 10. Weekly Email (Mondays)Every Monday by 10a ET, we’ll send:S  Recap of Previous WeekS  Webinar Links (Archive and Upcoming)S  Weekly Reading LinksS  Group Discussion LinkS  Reflection Reminder
  • 11. Live Online Training (Tuesdays at 2p ET)Every Tuesday from 2-3 p EST:S  Intro, Recap and LogisticsS  ContentS  Scenario / StoryS  Q&AS  SummaryS  Assignments S  Recorded, available afterward in group
  • 12. Weekly Readings (Wednesdays)S  2-3 short, required readings each week, others optionalS  Blogs, discussions, podcasts from GovLoop and elsewhereS  Goals: S  get participants thinking more on each week’s topic S  Gain diverse perspective of peers / experts by social media S  engage in the broader conversations, read comments S  Add your thoughts to these blogs and discussions!
  • 13. Live Group Discussions (Thursdays at 2p ET)Every Thursday from 2 – 2:45 p.m. ESTS  Group grapples with a different challenge or scenarioS  Synchronous discussion at established timeS  Asynchronous if (a) cannot make it, (b) want to continueS  Akin to live chat – very slight delay in responsesS  Goals: S  Apply concepts to tangible, concrete scenarios S  Engage with and learn from peers S  Build a network of trusted colleagues
  • 14. Weekly Partner Reflection (Fridays)Every Friday by COB:S  Matched every participant with a course partnerS  By Friday every week, participants discuss with partner: S  2-3 things they learned by emailS  Goals: S  gain the perspective of other HR practitioners S  reinforce learning S  rolls up to a final, individualized course learning summary S  could share with supervisors, as appropriate S  used in post-course surveys – did the learning “stick”?
  • 15. Weekly Partner Reflection (Fridays)Subject Line: PM for HR, Week 1 ReflectionSample Message:Hi Steve - Wow! What a lot of information this week. I’d say my biggest lessons from the Week 1assignments were: 1.  Webinar: I was not aware that there is a common process for performance management and I feel like I now can identify where we might be able to improve at our agency. 2.  Readings: The article entitled “All About Clarity” really laid out the distinction of the role of PM for Managers and Employees. I commented on the post, asking the author to explain where HR professionals fit in. 3.  Discussion: Those scenarios in the videos were great examples of my reality. I appreciate seeing a “right” way and “wrong” way to handle those meetings. From the discussion, I learned that I am not alone either!I look forward to hearing what you learned!Regards,Andy
  • 16. Course Data Pre- and Post-Course SurveysS  Asked every participant and their supervisor to complete S  Received 40+ responsesS  Top areas of need:S  101 on Performance Management S  Performance Plans, Standards and Documentation S  Feedback, Coaching and Communication S  Conduct and Behavior S  Course Methodology / Online TrainingS  Given to instructors to shape webinars / case studies
  • 17. Instructional Tools: ReadyTalkFor WebinarsS  Web-based; no downloadsS  Mostly to use as presentation delivery toolS  Use chat box to submit questions anonymously, which instructors will answer live
  • 18. Instructional Tools: GovLoop Virtual ClassroomFor Assignments, Recordings and Discussions:S  A private GovLoop group will serve as our “classroom” for the course (we’ve shared a link by email). S  need to create GovLoop profile first (free, easy)S  Participants can find information on: S  each week’s topics, assigned reading, archived webinars, weekly discussions, instructor bios and moreS  Please consider the group an ongoing resource, too!
  • 19. Instructional Tools: SyllabusOverview of course and contents, general flowS  Please note: S  Live chats during webinars has changed S  Some instructor discretion for webinars as wellS  Page numbers are listed to show where the content information is located in the guide.
  • 20. Instructional Tools: Participant GuideS  Provided by DoD from previous courseS  Adapted this course, but did not change the guideS  You may follow along, but we do skip around a bitS  Shows how we converted classroom-based to online
  • 21. Questions? S
  • 22. Next Steps / NotesACTIONSü  Join GovLoop and Create a Profile (if you haven’t already) ü  Be sure to upload a photo, please – enhances interactionü  Join the GovLoop Virtual Classroom (link in email)ü  Introduce Yourself (link in email)NOTESü  Partner Assignments will be attached to Monday emailü  Attend Webinar next Tuesday
  • 23. Thank YouPlease send questions or course feedback S