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Performance Management of Agency Executives Presentation to SMC
Purpose of Presentation <ul><li>Highlight program performance expectations </li></ul><ul><li>Summarize focus group and sco...
PMP Performance Expectations <ul><li>Annual Scorecard </li></ul><ul><ul><li>Alignment and integration </li></ul></ul><ul><...
Focus Group Input <ul><li>Consistent, horizontal processes for engaging EXs, planning, developing PMAs at VP and Branch le...
Annual Scorecard  <ul><li>Alignment and Integration </li></ul><ul><ul><li>Commitments aligned with Agency business plans a...
Annual Scorecard <ul><li>Consistency in rating </li></ul><ul><li>Review mechanisms to ensure internal consistency in ratin...
Triennial Scorecard <ul><li>Effective administration </li></ul><ul><li>Timeliness </li></ul><ul><li>Quality of commitments...
Triennial Scorecard <ul><li>Talent identification and recognition </li></ul><ul><li>Use of PMP to identify and reward peop...
Recommendations <ul><li>Alignment and Integration; Executive commitments </li></ul><ul><ul><li>Integration with corporate ...
Recommendations <ul><li>Stakeholder Awareness </li></ul><ul><ul><li>Presentations to Branches on corporate and Agency PMP ...
Recommendations <ul><li>Relationship between performance, pay, talent management, HR programs </li></ul><ul><ul><li>Streng...
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  1. 1. Performance Management of Agency Executives Presentation to SMC
  2. 2. Purpose of Presentation <ul><li>Highlight program performance expectations </li></ul><ul><li>Summarize focus group and scorecard findings </li></ul><ul><li>Recommend improvements to Agency administration of PMP </li></ul><ul><li>Seek SMC approval of recommended program improvements </li></ul>
  3. 3. PMP Performance Expectations <ul><li>Annual Scorecard </li></ul><ul><ul><li>Alignment and integration </li></ul></ul><ul><ul><li>Consistent approach in rating </li></ul></ul><ul><ul><li>Clear relationship between performance and performance pay </li></ul></ul><ul><li>Triennial Scorecard </li></ul><ul><ul><li>Effective administration </li></ul></ul><ul><ul><li>Stakeholder awareness </li></ul></ul><ul><ul><li>Talent identification and recognition </li></ul></ul><ul><ul><li>Links to HR applications </li></ul></ul>
  4. 4. Focus Group Input <ul><li>Consistent, horizontal processes for engaging EXs, planning, developing PMAs at VP and Branch levels </li></ul><ul><li>Information, pro-active support for PMA development </li></ul><ul><li>Monitoring capacity to ensure program integrity </li></ul><ul><li>PMA transparency to address quality and timeliness </li></ul><ul><li>Engagement/knowledge/preparation of raters </li></ul><ul><li>Consistency in addressing leadership competencies </li></ul><ul><li>Consistency in approach to performance feedback </li></ul><ul><li>Linkages to learning </li></ul><ul><li>Informal employee feedback to Executives </li></ul>
  5. 5. Annual Scorecard <ul><li>Alignment and Integration </li></ul><ul><ul><li>Commitments aligned with Agency business plans and priorities of Clerk </li></ul></ul><ul><ul><li>Commitments operationalized at each level </li></ul></ul><ul><ul><li>PMP integrated with corporate planning and reporting </li></ul></ul><ul><li>Commitments reflect executive level accountabilities </li></ul><ul><ul><li>HR accountabilities </li></ul></ul><ul><ul><li>Financial accountabilities </li></ul></ul><ul><ul><li>Program, policy, service responsibilities </li></ul></ul>
  6. 6. Annual Scorecard <ul><li>Consistency in rating </li></ul><ul><li>Review mechanisms to ensure internal consistency in rating </li></ul><ul><li>Distribution of ratings </li></ul><ul><li>Use of leadership competencies and V&E to assess how results obtained </li></ul><ul><li>Clear relationship between performance and performance pay </li></ul><ul><li>Correlation between ratings and performance pay </li></ul><ul><li>Communication plan and program </li></ul><ul><li>Gender neutral evaluation </li></ul>
  7. 7. Triennial Scorecard <ul><li>Effective administration </li></ul><ul><li>Timeliness </li></ul><ul><li>Quality of commitments </li></ul><ul><li>Participant and stakeholder satisfaction with process </li></ul><ul><li>Degree to which EX positions have current job descriptions / profiles / accountabilities </li></ul><ul><li>Stakeholder awareness </li></ul><ul><li>Communication </li></ul><ul><li>Education </li></ul><ul><li>Issue resolution </li></ul><ul><li>Participant awareness of program components and strategic intent </li></ul>
  8. 8. Triennial Scorecard <ul><li>Talent identification and recognition </li></ul><ul><li>Use of PMP to identify and reward people for further development </li></ul><ul><li>Links to HR applications </li></ul><ul><li>Linkage to HRP, succession planning, career management, learning and leadership development, etc. </li></ul><ul><li>Use of HR indicators in performance agreements </li></ul>
  9. 9. Recommendations <ul><li>Alignment and Integration; Executive commitments </li></ul><ul><ul><li>Integration with corporate planning and reporting for 07/08 and subsequent years </li></ul></ul><ul><ul><li>Requirement for operationalization of business line and corporate commitments for 07/08 </li></ul></ul><ul><ul><li>Strengthen people management accountability; 5% of performance pay starting in 07/08 </li></ul></ul><ul><li>Effective administration </li></ul><ul><ul><li>Complete work description writing and ensure updated descriptions for EXs 06/07 and ongoing </li></ul></ul><ul><ul><li>Increase monitoring: PMA completion and signatures; mid-year review; quality starting 07/08 </li></ul></ul><ul><ul><li>Link performance payment with completion of new PMAs starting end of 06/07 cycle </li></ul></ul>
  10. 10. Recommendations <ul><li>Stakeholder Awareness </li></ul><ul><ul><li>Presentations to Branches on corporate and Agency PMP requirements, tools starting 07/08 </li></ul></ul><ul><ul><li>Required spring workshop for PMA development ; SMC and Branches, starting April, 2007 </li></ul></ul><ul><ul><li>Post PMAs on Agency Intranet, starting June, 2007 </li></ul></ul><ul><li>Consistency in rating </li></ul><ul><ul><li>Involve DGs in rating of EX-01s (and non-EX receiving performance pay) starting 06/07 </li></ul></ul><ul><ul><li>Strengthen integration of leadership competencies in performance assessment starting 06/07 </li></ul></ul><ul><ul><ul><li>Reporting of competencies with commitments starting 06/07 </li></ul></ul></ul><ul><ul><ul><li>Narrative template starting 06/07 </li></ul></ul></ul><ul><ul><ul><li>Incorporating into commitment performance measures 07/08 </li></ul></ul></ul>
  11. 11. Recommendations <ul><li>Relationship between performance, pay, talent management, HR programs </li></ul><ul><ul><li>Strengthen requirement for performance and career development feedback and follow up starting 06/07 cycle </li></ul></ul><ul><ul><li>Require training for all agency Executives (managers?) in performance and career development feedback 07/08 </li></ul></ul><ul><ul><li>Link follow up on talent management to people management performance assessment starting in 07/08 </li></ul></ul>

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