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Management
1
Performance Management
Performance Management
Performance management is an ongoing process of
communication between a supervisor and an
employee that occurs throughout the year, in
support of accomplishing the strategic objectives of
the organization.
The communication process includes:
Setting Objectives
Discussing Expectations and Performance
Standards
Identifying Goals
Providing Feedback
Evaluating Results
Performance Management
1.
Develop/Review
Position
Description
9. Merit
Rewards
Process
8. Discuss Possible
Professional
Development Plan
7. Formal
Performance
Evaluation (no
surprises!)
2. Establish
Performance
Expectations
The
Annual
Performance
Management
Process
6. Adjust
Assignments as
Needed
3. Identify Tools
and Training
Needed
4. Ongoing
Feedback and
Communication
5. Handle
Issues as they
Arise.
Performance Management
The Importance of Performance Planning
The purposes of the Division of Agriculture & Natural
Resources performance management program are to:
Performance Management
Developing Performance Goals/Objectives
Definitions of Performance Expectations
Performance Management
Developing Performance Goals/Objectives
Avoid Unrealistic Goals
Performance Management
Developing Performance Goals/Objectives
Verifying and Recording Performance
Performance Management
Developing Performance Goals/Objectives
Verifying and Recording Performance
Record Performance
Record only job-related performance, avoid making
statements about an individual
Performance Management
Developing Performance Goals/Objectives
Example
Problem
An employee has been making mistakes while entering the
payroll for the last month. They have had to go back and
correct their mistakes the next day, taking time away from
other projects.
Performance Need
Employee needs to prepare all work accurately and on time
in order to keep on schedule and provide the other
administrative services as part of their job.
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Performance Management
Developing Performance Goals/Objectives
Example
Goal
Go through PPS training refresher course, in order to keep
up to date and get a reminder of the intricacies of the
system (by November 2012).
Outcome
Skills to enter payroll into the PPS system, on time, with a
lower rate of error, in order to free up time for other
administrative tasks.
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Performance Management
Counseling and Coaching Tips
Share knowledge and experience
Share feedback and observations
Use questioning to stimulate thinking
Facilitate by listening
Encourage brainstorming
Explore options and consequences together
Allow the employee to find their own conclusions and
solve their own problems when possible
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Probationary Period
After the New Hire
Probationary Period
All professional and support staff employees who hold
career appointments shall serve a probationary period
during which time their work performance and general
suitability shall be evaluated in writing.
The probationary period is completed following six months
of continuous service at one-half time or more without a
break in service.
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Probationary Period
After the New Hire
Establish Performance Goals
Performance goals and objectives are what an employee
can look to, and what a supervisor can look to in order to
understand the desired outcome of each function of the job.
Employees and managers should meet to clarify expected
outcomes and set objectives that coordinate the employee's
job to department and campus objectives.
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Probationary Period
After the New Hire
Release from Employment Prior to Career Status
At any time during the probationary period an employee
may be released in accord with the appropriate personnel
program/contract policy.
Extension of Probationary Period
Under appropriate circumstances, the probationary period
may be extended at the discretion of the staff personnel
unit.
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Performance Management
Performance Appraisal
A formal performance review must be conducted each year
consisting of discussions between the supervisor and the
staff member and a written record of the appraisal.
Discussions should occur more frequently if needed, such as
when new objectives are developed, or if the staff member
requires a more structured approach in order to encourage
improved performance.
The content of the formal appraisal should not be a
surprise.
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Performance Management
Performance Appraisal
Guidelines
Frequent Communication Throughout the Year
Judge Your Own Performance
Warm-Up Period
Be Candid & Be Specific
Build on Strengths
Be a Positive Listener
Judge Performance - Not the Person
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Performance Management
Performance Appraisal
Assignment of Overall Performance Rating
Overall performance ratings are qualified by four areas:
1. Exceeds Job Expectations
2. Meets Job Expectations
3. Partially Meets Job Expectations
4. Does Not Meet Job Expectations
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Performance Management
The Appraisal Discussion
Discussion Tips
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Performance Management
The Appraisal Discussion
Supervisor's Self Evaluation
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