An Effective tool for PDS by setting at least 10 behavioral & performance goals followed by training & development system of appraising.

1. An overview
on
Performance Development
System
Presented By
MINAXY BAILEY

2.  Building defined expectations of PDS.
(“Why to do PDS?”)
 Setting Performance Goals.
("What is expected from the employee in his/her position”?)
 Defining Actions.
(“How to appraise?”)
 Defining the Measurements of Goals.
(“How to identify the negative gap?”)
 Making Development Plans.
(“Why development needed & what are the areas?”)
Performance Development System
Objectives

3. Setting up Benchmarks & Measurements
Setting up compensation
Measurement/Appraisal
Identifying Gaps
PDSPlanningAppraisal
Define Goals
Training & Development
Defining Steps of PDS

4.  Setting SMART Goals
 Comprehensive Goals
• For organization: ( Like Meeting Total Business Volume)
• For Department : ( Like Production Quality, Production Volume, Inventory
management)
• For Team : (like error free productions. & Fast Maintenance)
 Goals are to be set before the performance year
 Goals are built by the head of the team (IT manager, Warehouse Manager etc)
 Goals are agreed & Signed off with employee and manager.
Performance Development System
Defined Goals

5. • Benchmarking or KPI for each SMART Goals are set during Goal Setting
• All bench marking is signed off by Employee and Manager
 Setting up at least 10 Performance & Behavioral Goals.
 Each Smart Goal to Rated on 3 point scale
• Below ( performance below the KPI)
• At Par ( performance at par with the KPI)
• Exceed ( performance exceeds KPI)
• Benchmark (or KPI ) for each are to be set before the performance year
• Benchmark (or KPI ) to be defined by the head of the team
• Benchmark (or KPI ) are agreed & Signed off with employee and manager
Performance Development System
Setting up Benchmark for measurements

6. • Setting up Compensation standards for all Blocks.
• Against the % of Budget available setting up the increment.
• Range of the increment helps the team leader to adjust the budget of his
team.
Performance Development System
Setting up compensations

7. PDS Rating Method
 Appraise rated on 9 blocks majorly on Two Axis.- Performance Goal &
Behavioral Goals
 It identifies performer .
 It identifies non- performer
 Identifies which appraise
needs training & development.
Exceeds
1
4
7
At par
2
5
8
Below
standard
3
6
9
ExceedsAtPar
Below
Standar
d
X
Y
Behaviors
Results
0
9 Block Rating Method

8. Identifying Gaps
Block
numbers
Significance
Block 1, 2
& 4
performers
Best performer should be in block 1
& strong performer in Block 2,4
Block 5
performer
Block 5 employees are dependable,
These employees meet their
performance goals, use effective
behaviors and get the job done.
Block
3,6,7,8,9
performers
Blocks 3, 6, 7, 8, and 9 are referred
to as the “elbow” of the 9-block.
Employees in those blocks are
underperformers.
Exceeds
1
4
7
At par
2
5
8
Below
standard
3
6
9
ExceedsAtPar
Below
Standar
d
Results
Behaviors
9 Block Rating Method
x
Y 0

9. Performance Development System
Training & Development

10. Synopsis
PDS is a process of setting SMART goals before the performance year,
reviewing its achievement with in a regular span of time, finding out the
deviation through 9 Block rating method by setting at least 10 behavioral &
performance goals and completing the process by putting appraise in training
& development system to achieve the desired result.
Performance Development System
Thanking You..!!