1. Performance Management
A comprehensive approach to managing effective performance

2. Training Agenda Overview of Performance Management Timeline Planning
Setting Goals & Expectations
Development Plans
Coaching
Performance Evaluation: Steps
Performance Rating Scale
Performance Management: Steps
Questions & Answers

3. Performance Management
Is a set of management practices that establish measurable goals for employees, support employee improvement through ongoing coaching, feedback, and development to improve performance!

4. Timeline
Annual Performance Evaluations are to be completed during the period between June 1 and July 31. Provisional Probationary Performance Assessments– 3 month probationary performance evaluations for all new hires.

5. Setting Goals & Expectations
Goals help to create desire, energy, focus, determination

6. All employees have a basic need to know the following:
What are the responsibilities of my role?
How does my role contribute to my department and UWG as a whole?
What is expected of me? How will I know if I am meeting expectations? Exceeding expectations?******
What support can I expect from my supervisor?

7. SMART Goals Specific Measurable Attainable Relevant Timely
Who, what when, where and why?
Measurable
How much? How many?
How will I know when it is accomplished?
Attainable
Must represent an objective toward which you are both willing and able to work.
Relevant
Tie to department and divisional goals and objectives
Timely
Must be within a reasonable timeframe.

8. Example Goals Effective Ineffective
Increase customer satisfaction ratings to 90% using FISH practices by the end of 2012 (Job Goal)
Complete customer service training by January and provide new best practices to the department by end of first quarter. (Developmental Goal)
Ineffective
Improve customer service(Job Goal)
Complete customer service training(Development Goal)

9. Development Plans

10. Why are employees dissatisfied?
Low Pay
Lack of opportunity for development
No Chance for Career Advancement
**Recent Research by Accenture.

11. Key Ingredients of a Successful Development Plan
Work Experiences
*Special Projects
*Cross training
*Shadowing
Feedback
Relationships
*Annual Performance reviews
*Coaching
*Mentoring
*Professional or Trade Associations
Training & Education
*Instructor Lead Courses *College Degrees *Certifications *Professional Development Consortium *Conferences

12. The Magic Three elements…… in Development
Development plans put in the context of career goals
Align developmental goals with current position and next position in your succession plan.
Incorporate into Performance Management process!

13. Development Plan: Summary
Align with organizational and departmental goals.
Employee’s career goals
Next level position or employee’s desired position
Use any combination of the “Key ingredients of the Development Plan”
Work Experience
Feedback & Relationships
Training & Education
Incorporate into Performance Management Process!

14. Coaching for…

15. Coaching
Bad
Good Vs

16. 8 Tips for Effective Coaching
Collaborative process
Ask employee for input
Empathic listening
Guide the employee to develop their own solutions
Balance asking and telling
“Person is not the problem, the problem is the problem”
Agree on next steps
Set a date for next coaching session

17. Performance Evaluation

18. How employees see performance evaluations
How managers see employee evaluations!

19. Performance Evaluation: Steps
Performance Evaluation meeting.
Schedule meeting at least 2 weeks out
Suggest supervisors ask for Employee self-assessment located on HR Website.
Evaluate SMART Goals & Expectations
Ensure two way communication
Review Development Plan
Complete Performance Ratings
Evaluator and reviewer, sign and send to HR for review and filing.
Begin New Performance Planning Process

20. Performance Rating Scale
Significantly Exceeds Expectations
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory

21. Significantly Exceeds Expectations
Work performance that is consistently superior and is seldom equaled in overall contribution. This is reflected by accomplishments well beyond expectations.  
WOW PERFORMANCE!
Comments must be included in performance evaluation

22. Exceeds Expectations
Work performance exceeds specific job expectations in most areas of responsibility. Accomplishments are above expected levels, and employee sustains uniformly high performance.
Comments must be included in performance evaluation.

23. Meets Expectations This is a good rating!!!
Work performance that consistently completes job tasks as expected in terms of quality and schedule. Performance can be described as solid and fully competent in all aspects of job content and expectations.
No comments required on performance evaluation
NOTE: It is a best practice for the evaluator to provide written feedback and share and discuss with employee.

24. Needs Improvement
Work performance that sometimes fails to meet the standards for the tasks. Performance is below minimum job requirements; improvement is essential.
A written performance improvement plan should be in place.****
Comments on performance evaluation are required.

25. Unsatisfactory
Work performance fails to meet the standards for the tasks. Improvement is required within a specified period to maintain employment.
The supervisor is to contact Human Resources prior to assigning an employee this rating.***
Immediate improvement is essential, and the employee must be on a documented performance improvement plan.
Documentation is required.

26. Performance Management Steps
Position Description: Ensure employee has an “up to date” position description and duties in People Admin.
Planning Meeting: Set initial PM meeting at beginning of the fiscal year.
SMART Goals/Expectations: Collaborate on creating goals and explain how to meet and exceed expectations.
Development Plan: Align with organizational, departmental and employee career goals.
Coaching: Supervisor should have ongoing (at least quarterly coaching meetings) with employees.
Performance Evaluations: “Employee should not be surprised. Should be just a review of the years performance. ”

27. Now your ready to take on the world!
Contact:
Sr. HR Business Partner, Shaye Hudson
Sr. HR Business Partner, Rebecca McGee

28. Questions?