1. Performance Management for IT Leaders
Administrative Technologies
Talent Management
May 2015

2. What is Performance Management?

3. Why Manage Performance?
Differentiate & reward top performers; address & resolve poor performance
Focus and align efforts in support of department and University goals
Increase employee engagement
Increase job satisfaction and therefore retention

4. Performance Management Life Cycle
Core Competencies
AT Development Plan
Job Description
Annual Performance Evaluation
Goal Setting &
midpoint
check-up

5. Core Competencies
Core Competencies are the innate qualities required for a position
These are the “must have” characteristics for an individual to be successful
Once Core Competencies are identified, they can be used to write an accurate and comprehensive job description/posting
A better job description/posting results in a better hire!

6. Staff Core Competencies:
Attention to Communication
Building Collaborative Relationships
Customer Orientation
Fostering Innovation/Continuous Improvement
Initiative
Flexibility
Reliability
Managing Change
Fostering Diversity
Technical Expertise

7. Leadership Core Competencies:
Collaborative Leadership *
Managing Performance *
Coaching *
Visionary and Strategic Thinking *
Establishing Focus
Fostering Teamwork
Interpersonal Awareness
Judgment
*Specific to AT Leadership Team

8. Job Descriptions
Use the Core Competencies identified for a position to guide the process of writing a job description
A detailed and accurate job description/posting should result in a pool of qualified candidates
Use competency-based interview questions to focus on how the candidate has demonstrated a competency in the past

9. Steps in Writing a Job Description:
Establish core competencies for the position
Review job descriptions for similar positions from other departments or other universities
The IPATHE Talent Management group will share this information; HR also has contacts at other universities
Brainstorm the responsibilities and duties of the position
Outline a “day or year in the life” of the position using percentages for each duty
Review with HR to determine the appropriate classification

10. Why Set Goals? Encourage & motivate employees
Increase productivity & efficiency
Hold employees accountable
Demonstrate how individual efforts support department and University goals
Inspire & guide professional development

11. Goals & Performance Standards
Educating Illinois
IT Strategic Plan & VPFP Strategic Plan
AT FY16 Goals
Individual Employee Goals

12. Developing SMARTER Goals:
Specific M
Measurable A
Attainable R
Relevant T
Timely E
Evaluate
Reevaluate

13. Goal-Setting Recommendations:
Involve the employee in goal-setting, particularly for professional development goals
Schedule time to discuss with the employee and be present (no distractions/interruptions)
Use the Goals & Performance Standards form to make Performance Evaluation time easier!
Don’t forget to schedule a midway checkpoint to address goals that have been completed, changed or are no longer applicable!

14. Annual Performance Evaluations

15. Use Performance Evaluations To….
Challenge high performers
Encourage and guide improvement
Acknowledge accomplishments
Align employee to organizational goals

16. Evaluation Recommendations:
Don’t wait until the end of the year to gather information!
Utilize available tools to make your job easier:
GPS (Refer back to Goals & Performance Standards)
Drop file (Keep updated regularly throughout the year)
Set aside quiet time to complete evaluations
Provide specific and honest feedback
Schedule time to discuss with the employee & be present (no distractions/interruptions)

17. AT Development Plan: PURPOSE:
Provide guidelines, resources and tools to AT staff, enabling them to formally progress to a higher level of responsibility within his/her current position
OBJECTIVES:
Provide a framework for AT staff to further develop skills & competencies
Address potential issues within the broad IT classifications
Improve employee retention & job satisfaction
Provide foundation for succession planning

18. ATDP Continuum

19. Development Plan Details:
An AT Development Plan can encompass both long and short-term goals
The AT Development Plan is an optional program separate from annual Goals & Performance Standards; the ATDP should include action items above and beyond the scope of the employee’s current responsibilities
The ATDP is separate from Annual Performance Evaluations; an employee should not be disciplined for failure to complete action items included in the ATDP.

20. ATDP Forms & Processes
Eligibility Checklist – examples include: passing probationary periods, having overall rating of “Meets Expectations” or higher on evaluation, cannot be under disciplinary action, etc.
Assessment – to determine current level on the ATDP continuum
Worksheet – includes sections for core and role- specific professional competencies, professional development, and certifications
Action Items – should include timeframes, be challenging, and be consistent

21. Goal Setting & Midpoint Check-in Annual Performance Evaluation
Questions?
Core Competencies #1
Job Description #2
Goal Setting & Midpoint Check-in #3
Annual Performance Evaluation #4
AT Development Plan #5