Performance management is the process of using data to systematically improve business performance. It integrates data from multiple sources, provides personalized information to employees, and empowers fact-based decision making. Performance management works best when work is planned, expectations are clear, and there is a system of rewards for good performance and consequences for poor performance that includes consistent feedback. It also involves providing employees opportunities to grow and develop, with rewards and greater responsibilities based on qualifications. Standards address job competencies while unacceptable behaviors involve violence, inappropriate language, insubordination, and policy or rule violations.

1. PerformancePerformance
ManagementManagement

2. What is PerformanceWhat is Performance
Management?Management?
It is the process of systematically using
data for business improvements.
It works by:
1.Integrating data from disparate sources.
2.Distributing highly personalized
information to every employee.
3.Empowering individuals to make better
fact based decisions.
4.Taking the best action to drive results.

3. Two Separate Types ofTwo Separate Types of
ManagementManagement
An analyst may view the performance of a
company:
1.As a whole
1.As individuals

4. Performance ManagementPerformance Management
Employee performance management works
best when:
1.Work is planned and goals are consistent.
2.Defines the expectations of the employees.
3.Creates a system of predictable rewards for
good performance and consequences for poor
performance.
4.Gives feedback on a more consistent basis
than the average.

5. Performance Management ModelPerformance Management Model
Employees must be given ways to grow
and develop in their field.
Rewards are also a huge part of
performance management.
Employees who actually are now qualified
to work in a high level of their field should
be placed in positions of greater
responsibility and receive a greater share
of pay.

6. RewardsRewards
Monetary nature
Real and Tangible
“Negative action companies”

7. Standards of Performance andStandards of Performance and
BehaviorBehavior
1. Job Knowledge/Competency
2. Quality/Quantity of Work
3. Planning/Organization
4. Initiative/Commitment
5. Problem solving/Creativity
6. Teamwork and cooperation
7. Interpersonal skills
8. Communication (oral and written)

8. Unacceptable BehaviorUnacceptable Behavior
1. Actual or threatened physical violence
towards another employee.
2. Fighting, gambling or using profane,
obscene or abusive language.
3. Unwillingness or inability to work in
harmony with others.
4. Sleeping on the job, inefficient
performance, incompetence at work.
5. Possessing or bringing weapons or firearms.
6. Possession of or being under the influence
of alcohol or other illegal substances.

9. 7. Insubordination, refusing to follow
directions or other disrespectful conduct.
8. Unauthorized possession, removal, or
use of company property.
9. Excessive tardiness or absenteeism.
10. Destroying company property.
11. Unauthorized use of company
equipment.
12. Violating health or safety rules.
13. Violating any company policy or
workplace rule.

10. Attendance and PunctualityAttendance and Punctuality
Tardiness
Absenteeism