performance management planning and development

1. Performance Management
PM Planning development

2. Performance planning evaluation
• Performance evaluations, which provide employers
with an opportunity to assess their employees’
contributions to the organization, are essential to
developing a powerful work team.
• When done as part of a performance evaluation
system that includes a standard evaluation form,
standard performance measures, guidelines for
delivering feedback, and disciplinary procedures,
performance evaluations can enforce the acceptable
boundaries of performance, promote staff recognition
and effective communication and motivate individuals
to do their best for themselves and the practice.

3. • The primary goals of a performance
evaluation system are to provide an equitable
measurement of an employee’s contribution
to the workforce, produce accurate appraisal
documentation to protect both the employee
and employer, and obtain a high level of
quality and quantity in the work produced

4. Steps in evaluation
• Develop an evaluation form.
• Identify performance measures.
• Set guidelines for feedback.
• Create disciplinary and termination
procedures.
• Set an evaluation schedule.

5. • 1. Develop an evaluation form.
• Performance evaluations should be conducted
fairly, consistently and objectively to protect
your employees’ interests and to protect your
practice from legal liability. One way to ensure
consistency is to use a standard evaluation
form for each evaluation.

6. • 2. Identify performance measures.
• Standard performance measures, which allow
you to evaluate an employee’s job
performance objectively, can cut down on the
amount of time and stress involved in filling
out the evaluation form.

7. • 3. Set guidelines for feedback.
• Feedback is what performance evaluations are
all about. So before you implement your
performance evaluation system, make sure
that everyone who will be conducting
evaluations knows what kind of feedback to
give, how to give it and how to get it from the
employee in return.

8. • 4. Create disciplinary and termination procedures.
• In some cases, even after a thorough performance
evaluation and a discussion of expected improvements,
an employee will continue to perform poorly.
• You need to be prepared to handle such a situation by
having well-defined, written disciplinary and
termination procedures in place.
• These procedures should outline the actions that will
be taken when performance deteriorates – a verbal
warning, a written warning if there is no improvement
or a recurrence, and termination if the situation is not
ultimately resolved.

9. • 5. Set an evaluation schedule.
• Once you’ve built your performance evaluation system , the
evaluation form, the performance measures, the feedback
guidelines and the disciplinary procedures , you just need to decide
when to conduct the performance evaluations.
• Some practices do all employee evaluations at the same time of
year, while others conduct them within 30 days of each employee’s
anniversary of employment (the latter may work better since it
spreads the work of the evaluations out for employer and
employee).
• However you decide to schedule the evaluations, ensure that each
appraiser consistently meets the deadline. Ignoring employees’
overdue evaluations will make them feel devalued and may hurt
morale and performance.

10. Performance documentation
• In performance assessment stage the final
activity is to be performed is documentation.
This activity is very important. In this the
assessors have to fill up the assessment form.
It should signed and if needed should be
sealed. The rating of the performance is to be
kept confidential. Proper care should be taken
so that the documents should not be
tempered or altered by anybody.

11. • This document will be reference for review
meeting for development plan preparation.
The remedial or development action will be
taken on the basis of the assessment report.
The assessment report should be in black and
white. The oral assessment report is not going
to serve the purpose. The person who is
experienced in maintaining the documents
must be consulted.

12. Role of managers in PM
• The top managers play a lead in the entire process by
setting trends for the lower level and acting as role models
for the employees.
• Their responsibility is to design policies which ensure an
efficient management of performance in an organization
and to define and act upon the core values relating to
performance.
• Top management plays a vital role in convincing the line
managers that performance management can be
instrumental in the achievement of business goals and thus
ensure that they take this aspect seriously in their work
front for maximizing employee satisfaction and
productivity.

13. Top managers are expected to develop a high performance
culture in an organization by ensuring the following:
• By communicating an organization’s mission and values to
its customers and employees.
• By clearly defining the work expectations and
communicating to everyone for ensuring success in the
achievement of business goals and facilitating an overall
performance improvement.
• By keeping the employees informed about their progress
towards the achievement of goals and suggesting
corrective actions for non-achievement of performance.
• By establishing a shared belief amongst the employees
regarding the importance of continuous improvement in
performance.

14. • The line managers or the front line
management play a very crucial role in
implementing and enacting the HR policies.
Hence, it is very important for the
management to ensure that the line managers
possess a right attitude towards the
performance management approaches and
equally possess the right competencies for
executing it.

15. • The line managers mostly consider the
performance management process as a mere
bureaucratic chore and hence they consider it
as a sheer waste of time. Some managers lack
the required skills for reviewing the
performance of the employees, providing
feedback and identifying objectives along with
them.

16. These limitations can be overcome by adopting the following
remedies:
• By providing leadership from the top.
• By communicating with the line managers about the
importance of performance management in driving
successful results and how it is a part of their responsibility.
• By maintaining simplicity in the overall process of
performance management.
• By reducing the pressure from the line managers by making
the process an ongoing one instead of an annual review.
• By involving the line managers in the design and
development of the performance management processes
by representing them in pilot studies.

17. Role of Employees in Performance
Management
• The employees have a vital role to play in the
performance management cycle as the entire
process revolves around them.
• They play an active part in formulating
performance agreements along with their line
managers and participate in 360 degree
assessment schemes.
• They discuss their roles and the competencies
required and define objectives in conjunction
with their superiors. Hence, the employees
should be trained in all these activities.