Performance Management


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Performance Management

  1. 1. Nova Southeastern University facilitated by: Aaron Greenberg and Maureen Simunek-Appelt Office of Human Resources Performance Management: Focus on Performance Appraisals
  2. 2. Course Objectives <ul><li>After completing this workshop, the learner will be able to: </li></ul><ul><ul><ul><ul><ul><li>Understand NSU ’ s performance rating scale </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Fill out a Performance Appraisal Form </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Conduct meaningful performance appraisal discussions </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Be prepared for some common challenges of the appraisal process </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Set effective goals with employees </li></ul></ul></ul></ul></ul>
  3. 3. Your Experience <ul><li>Think about your last review: </li></ul><ul><ul><li>What thoughts come to mind? </li></ul></ul><ul><ul><li>What went right, what went wrong? </li></ul></ul>
  4. 4. An iterative process of goal-setting, communication, observation and evaluation to support, retain and develop exceptional employees for organizational success. Performance Management Communicate Observe Evaluate Set Goals
  5. 5. Why Manage Performance? <ul><li>Curb or redirect non-productive activities </li></ul><ul><li>Encourage and reward behaviors aligned with organizational mission and goals </li></ul><ul><li>To reach organizational mission and goals </li></ul>
  6. 6. What do Employees Expect? <ul><li>Clear expectations </li></ul><ul><li>Positive/constructive feedback on a regular basis </li></ul><ul><li>Involvement in goal setting </li></ul><ul><li>Be treated fairly and consistently </li></ul><ul><li>Sharing of information and resources </li></ul><ul><li>Job/career enrichment opportunities </li></ul>
  7. 7. Planning for the Process <ul><li>Review employee’s job description </li></ul><ul><li>Understand the performance measurement system </li></ul><ul><li>Review notes from the year </li></ul><ul><li>Understand employee expectations </li></ul>
  8. 8. Types of Appraisal Forms <ul><li>Exempt </li></ul><ul><li>Exempt Managerial </li></ul><ul><li>Non-Exempt </li></ul><ul><li>Senior Administrator </li></ul><ul><li>Forms are available online at: </li></ul><ul><li> </li></ul>
  9. 9. Rating Scale <ul><li>4 - Excellent (Exceeds Standards) </li></ul><ul><li>3 - Good (Fully Meets Standards) </li></ul><ul><li>2 – Acceptable (Usually Meets Standards) </li></ul><ul><li>1 – Unsatisfactory (Fails to Meet Standards) </li></ul>
  10. 10. Excellent ( Exceeds Standards ) <ul><li>Clearly considered to be exceptional performers. </li></ul><ul><li>Consistently exceed the communicated expectations of the job function, responsibility or goal. </li></ul><ul><li>Demonstrate unique understanding of work beyond assigned area of responsibility. </li></ul><ul><li>Identify needs and provide unique, innovative and workable solutions to problems.  </li></ul><ul><li>Achievements and abilities are obvious to subordinates, peers, managers and customers. </li></ul>
  11. 11. Good ( Fully Meets Standards ) <ul><li>These employees are “on track” and fully achieve expectations. </li></ul><ul><li>Independently and competently perform all aspects of the job function, responsibility, or goal. </li></ul><ul><li>Performance consistently meets the requirements, standards, or objectives of the job. </li></ul><ul><li>Occasionally exceeds requirements. </li></ul><ul><li>Recognizes, participates in, and adjusts to changing situations and work assignments. </li></ul>
  12. 12. Acceptable (Usually Meets Standards) <ul><li>Generally meet expectations required for the position. </li></ul><ul><li>Competently perform most aspects of the job function, responsibility or goal. </li></ul><ul><li>May require improvement in one or two areas of consistent weakness. </li></ul><ul><li>Employee requires coaching in a weak area or may need additional resources or training to meet expectations. </li></ul>
  13. 13. Unsatisfactory (Fails to Meet Standards) <ul><li>Employees with this rating fail to satisfactorily perform most aspects of the position (or function). </li></ul><ul><li>Performance levels are below established requirements for the job. </li></ul><ul><li>Employee requires close guidance and direction in order to perform routine job duties. </li></ul><ul><li>Performance may impede the work of others and the unit. </li></ul><ul><li>A performance improvement plan must be submitted to OHR. </li></ul>
  14. 14. Scheduling the Meeting <ul><li>Notice </li></ul><ul><li>Location </li></ul><ul><li>Self-evaluation </li></ul><ul><ul><li>Appropriate form </li></ul></ul><ul><ul><li>Comments </li></ul></ul><ul><li>Supervisory approval </li></ul>
  15. 15. Filling out the Form <ul><li>Review notes </li></ul><ul><li>Behaviors vs. value judgments </li></ul><ul><li>Align categories on form with employee’s job responsibilities </li></ul><ul><li>Optional categories </li></ul><ul><li>Set goals </li></ul>
  16. 16. Setting Effective Goals <ul><li>Quick Tips </li></ul><ul><ul><li>S.M.A.R.T. Goals </li></ul></ul><ul><ul><ul><li>Specific </li></ul></ul></ul><ul><ul><ul><li>Measurable </li></ul></ul></ul><ul><ul><ul><li>Achievable/Agreed Upon </li></ul></ul></ul><ul><ul><ul><li>Relevant </li></ul></ul></ul><ul><ul><ul><li>Time-bound </li></ul></ul></ul><ul><ul><li>Aligned </li></ul></ul><ul><ul><li>Adjustable </li></ul></ul>Communicate Observe Evaluate Set Goals
  17. 17. Common Mistakes <ul><li>Labeling </li></ul><ul><li>Recency </li></ul><ul><li>Central Tendency </li></ul><ul><li>Leniency </li></ul><ul><li>Horns/Halo Effect </li></ul><ul><li>Constancy </li></ul><ul><li>Similarity </li></ul>
  18. 18. Performance Appraisal Practice <ul><li>Review Performance Appraisal for items that are: </li></ul><ul><ul><li>Under-rated </li></ul></ul><ul><ul><li>Over-rated </li></ul></ul><ul><ul><li>Poorly stated </li></ul></ul><ul><li>Refer to employee background </li></ul><ul><li>Rewrite Performance Appraisal using tools reviewed today </li></ul><ul><li>Make sure to fill out the form completely including the Goals section </li></ul>
  19. 19. Common Performance Appraisal Challenges
  20. 20. Conducting the Meeting <ul><li>Review rating system </li></ul><ul><li>Discuss employee’s self review </li></ul><ul><li>Let employee talk </li></ul><ul><li>Be aware of all three parts of the messages you send: </li></ul><ul><ul><li>Words </li></ul></ul><ul><ul><li>Tone </li></ul></ul><ul><ul><li>Body Language </li></ul></ul><ul><li>Stay focused on performance </li></ul>
  21. 21. Dates to Remember <ul><li>Appraisals due to your HR contact before May 1, 2009 </li></ul><ul><li>Review form with HR contact before meeting with employee </li></ul><ul><li>No reclassifications between April 1 and July 31, 2009 </li></ul>