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Slide 1 FastFacts Feature Presentation January 15 th, 2009 We are using audio during this session, so please dial in to our conference line… Phone number:

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Presentation on theme: "Slide 1 FastFacts Feature Presentation January 15 th, 2009 We are using audio during this session, so please dial in to our conference line… Phone number:"— Presentation transcript:

1 Slide 1 FastFacts Feature Presentation January 15 th, 2009 We are using audio during this session, so please dial in to our conference line… Phone number: Participant code:

2 Slide 2 Todays Topic Well be taking a look at… Performance Partnership Process P ³

3 Slide 3 Todays Presenter Anne Moore Talent Management Specialist

4 Slide 4 Session Segments Presentation Anne will address the performance partnership process. During Annes presentation, your phone will be muted. Q&A After the presentation, well hold a Q&A session. Well open up the phone lines, and youll be able to ask questions. Anne will answer as many of your questions as time allows.

5 Slide 5 Contact Us If you would like to submit a question during the presentation or if youre having technical difficulties, you can us at: You can also send us an instant message! GoogleTalk – AOL Instant Messenger – HopkinsFastFacts MSN –

6 Slide 6 Survey At the end of this FastFacts session, well ask you to complete a short survey. Your honest comments will help us to enhance and improve future FastFacts sessions.

7 Slide 7 Performance Partnership Process P³

8 Slide 8 Agenda Todays agenda: Present definitions Introduce the Performance Partnership Process (P 3 ) model Discuss the three recommended P 3 meetings Demonstrate how to access the P 3 form Explore the different components of the P 3 form

9 Slide 9 The Talent Management Process

10 Slide 10 Performance management Ongoing cycle of goal-setting and evaluation that optimizes an individuals progress towards organizational goals. Development planning Process of establishing training goals and plans which link to individual goal attainment, career planning and possible succession planning. Performance equation Performance Management + Development Planning Performance Partnership Process Definitions

11 Slide 11 Department/Unit Goals & Expectations Mutually set performance goals/ expectations Identify competencies Establish development plan Provide feedback & develop (at least one checkpoint meeting) Evaluate overall performance Reward & recognize -or- performance improvement

12 Slide 12 MeetingsTiming 1 st Meeting - Goal Setting and Development Planning 1 month after hire or annual review 2 nd Meeting – Mid-year Checkpoint 6 months after hire or annual review (begin prep 2 weeks before) 3 rd Meeting – Annual Review12 months after hire or previous annual review (begin prep 1 month before) Meetings

13 Slide 13 Accessing the P³ Form

14 Slide 14 SharePoint

15 Slide 15 SharePoint

16 Slide 16 P³ Form

17 Slide 17 P³ Form

18 Slide 18 1 st MeetingManagers RoleEmployees Role Goal Setting and Development Planning Clarify organizational goals and individuals roles Set performance expectations based on employees job description and alignment with department goals Provide input on development plan Clarify organizational goals and your individual contribution Create SMART goals for the year Create development plan for the year 1 st Meeting – Goal Setting & Planning

19 Slide 19 Goal Setting

20 Slide 20 Goal Setting

21 Slide 21 Goal Setting

22 Slide 22 Goal Setting

23 Slide 23 Goal Setting

24 Slide 24 Development Planning

25 Slide 25 2nd Meeting Managers RoleEmployees Role Mid-year Checkpoint Update employee on any changes in organizational strategic priorities Assess progress on goals –Ask if any additional support or guidance is needed in order to effectively reach goal on time Provide feedback about areas that are going well Provide feedback about areas of concern or development Ensure organizational strategic priorities have not changed Report progress towards meeting goals –If needed, ask for support or guidance needed to effectively reach your goal on time Obtain feedback from supervisor about areas that are going well Obtain feedback from supervisor about areas of concern or development 2 nd Meeting - Checkpoint

26 Slide 26 Checkpoint Meeting

27 Slide 27 Checkpoint Meeting

28 Slide 28 3rd Meeting Managers RoleEmployees Role Annual Review Bring a written summary of the information you have prepared Provide feedback on performance – recognize accomplishments; note positive feedback ( s, letters, etc…) from others – identify gaps Develop action plan to address gaps for the year Inquire about employees future career goals Provide assessment of performance over the past year – Site major accomplishments – Areas of improvement – New skill or existing skill development Report progress towards meeting goals – Discuss contributing factors to goal attainment – Discuss barriers that prevented goal achievement Obtain feedback from supervisor about areas that are going well and areas of concern or development Provide feedback on future career aspirations 3 rd Meeting – Annual Review

29 Slide 29 Annual Review

30 Slide 30 Competencies

31 Slide 31 Annual Review

32 Slide 32 Annual Review

33 Slide 33 View Entire Form

34 Slide 34 View Entire Form

35 Slide 35 View Entire Form

36 Slide 36 View Entire Form

37 Slide 37 Department/Unit Goals & Expectations Mutually set performance goals/ expectations Identify competencies Establish development plan Provide feedback & develop (at least one checkpoint meeting) Evaluate overall performance Reward & recognize -or- performance improvement

38 Slide 38 Conclusion Today we covered: Definitions Introduced the P 3 model Discussed the three recommended P 3 meetings Demonstrated how to access the P 3 form Explored the different components of the P 3 form

39 Slide 39 Resources: Quick Guide and P 3 toolkit (found on the P 3 SharePoint site) Courses for professional development - Contact information: Bob Kleinschmidt, Organization Development Consultant, Talent Management & Organization Development, , Anne Moore, Talent Management Consultant, Talent Management & Organization Development, , Resources & Contacts

40 Slide 40 Were going to open the phone lines now! There will be a slight pause, and then a recorded voice will provide instructions on how to ask questions over this conference call line. Well be answering questions in the order that we receive them. Well also be answering the questions that were ed to us during the presentation. If theres a question that we cant answer, well do some research after this session, and then the answer to all participants. Q&A

41 Slide 41 Thank You! Thank you for participating! We would love to hear from you. Are there certain topics that you would like us to cover in future FastFacts sessions? Would you like to be a FastFacts presenter? Please us at:

42 Slide 42 Survey Before we close, please take the time to complete a short survey. Your feedback will help us as we plan future FastFacts sessions. Click this link to access the survey… Thanks again!


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