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Conducting Effective Performance Reviews. © Business & Legal Reports, Inc. 0807 Identify the importance and benefits of performance reviews Assess and.

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Presentation on theme: "Conducting Effective Performance Reviews. © Business & Legal Reports, Inc. 0807 Identify the importance and benefits of performance reviews Assess and."— Presentation transcript:

1 Conducting Effective Performance Reviews

2 © Business & Legal Reports, Inc Identify the importance and benefits of performance reviews Assess and prepare necessary documentation Set motivational performance goals Plan for effective appraisal interviews Conduct fair and beneficial appraisals Avoid discrimination charges Session Objectives

3 © Business & Legal Reports, Inc Why Reviews Are Important Recognize accomplishments Guide progress Improve performance Recognize accomplishments Guide progress Improve performance

4 © Business & Legal Reports, Inc Why Reviews Are Important Review performance Set goals Identify areas for improvement Discuss career advancement

5 © Business & Legal Reports, Inc Performance Review Benefits For the Organization Documentation Employee development Feedback Legal protection Motivation system

6 © Business & Legal Reports, Inc Performance Review Benefits For the Employee Motivation Direction Feedback Input

7 © Business & Legal Reports, Inc Prohibits discriminatory practices related to performance reviews Equal Pay Act Prohibits discrimination against disabled employees Americans with Disabilities Act (ADA) Prohibits discrimination against pregnant employees or those who may become pregnant Pregnancy Discrimination Act Title VII of Civil Rights Act of 1964 Performance Reviews and Discrimination Prohibits employment discrimination, including race, national origin, religion, age, sex

8 © Business & Legal Reports, Inc Failure to communicate standards Failure to give timely feedback Failure to allow employees to correct performance Inconsistency in measuring performance Failure to document performance objectively Legal Problems and Discrimination Charges Failure to communicate standards Failure to give timely feedback Failure to allow employees to correct performance Inconsistency in measuring performance Failure to document performance objectively

9 © Business & Legal Reports, Inc Which Law Is Which? Match the term with its explanation below. ADA Equal Pay Act Title VIII Pregnancy Discrimination Act Prohibits discriminatory practices related to performance reviews Prohibits discrimination against pregnant employees or those who may become pregnant Prohibits discrimination including race, national origin, religion, age, and sex Prohibits discrimination against disabled employees

10 © Business & Legal Reports, Inc Performance Review Background Do you understand: W hy reviews are important? T he benefits of reviews? T he laws that cover discrimination?

11 © Business & Legal Reports, Inc Performance Review Form Define performance expectations Describe measurement tools Use a rating system Cover specific examples Set measurable goals

12 © Business & Legal Reports, Inc Measure Performance Measurement systems need to be: Specific Fair Consistent Clear Usefu l

13 © Business & Legal Reports, Inc Measure Performance (cont.) Systems can be: Numerical Terms Management by Objectives (MBO) Behavior oriented Note: ASU uses a numerical system!

14 © Business & Legal Reports, Inc Be objective Include all employees Provide complete and accurate information Document regularly Document Performance

15 © Business & Legal Reports, Inc Measuring Performance FILL IN THE BLANKS 1. _____________________________ is a system of ratings that measures how well an employee reached specific goals or objectives. 2. One of the most common rating scales is _________ because it is perceived to be the most objective. ASU uses a numeric-based system. Management by Objectives (MBO) numerical

16 © Business & Legal Reports, Inc Systems can also measure effort or results with _________ you can observe and track, such as attendance or initiative. 4. Measurement _____ can also be used as long as they are specific, meaningful, and distinct. Measuring Performance (cont.) behaviors terms FILL IN THE BLANKS

17 © Business & Legal Reports, Inc Set Goals Based on job requirements Realistic Measurable Observable Challenging Prioritized

18 © Business & Legal Reports, Inc Employee Input Employees take an active role: Setting goals Designing action plans Identifying strengths and weaknesses Employees participate in the performance review meeting

19 © Business & Legal Reports, Inc Preparation Employees: Review performance Think about new goals

20 © Business & Legal Reports, Inc Preparation (cont.) Supervisors: Review performance Complete written review form Think about new goals Schedule time and place

21 © Business & Legal Reports, Inc Start the Meeting Avoid interruptions Lay out agenda Encourage input Give good news first

22 © Business & Legal Reports, Inc Focus on the professional Give objective examples Invite response Listen actively Create we mentality Presentation Tips

23 © Business & Legal Reports, Inc During the Meeting Review performance: Based on previous goals Noting strengths and accomplishments Identifying areas for improvement

24 © Business & Legal Reports, Inc During the Meeting (cont.) Set goals: Based on organizations goals Building on areas that need improvement

25 © Business & Legal Reports, Inc End the Meeting Encourage good performance Lay out action plan Communicate outcome of goals not met Confirm understanding

26 © Business & Legal Reports, Inc An employee comes to a performance review meeting without having identified whether past performance goals have been met. An employee comes to a review meeting with a goal for the next period that you do not agree with. You have a review meeting with an employee without having completed your written review of the employee using your organizations form. Is This Acceptable? Yes or No

27 © Business & Legal Reports, Inc During a review meeting, you try to listen intently to what the employee is saying. You professionally notify an employee during a review meeting that his or her performance is not up to par and that it better improve soon. Is This Acceptable? Yes or No (cont.)

28 © Business & Legal Reports, Inc Review Process Do you understand: R eview forms? M easuring and documenting performance? P reparing for review meetings? C onducting review meetings?

29 © Business & Legal Reports, Inc Key Points to Remember You must conduct objective performance reviews on a scheduled basis Reviews tell employees how theyre doing and how they can improve Reviews help create a system of motivation and rewards based on performance


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