1. How to Conduct Effectively
Performance Management
How to Conduct Effectively

2. SESSION OUTLINE Measuring performance
Identify the importance and benefits of performance management
Determining major job duties
Setting performance goals
Utilizing good performance management techniques

3. Measuring Performance
Measurement needs to be:
Specific
Fair
Consistent
Clear
Useful
Record facts not impressions

4. Why is Performance Management Important
Recognize accomplishments
Guide progress
Identity problems
Improve performance
Review performance
Set goals
Establish communication with employees
Provide opportunity for success

5. Other Benefits Performance management offers: Documentation
Employee development
Feedback
Motivation system
Direction for employee
Defined expectations

6. Core Competencies Accountability Communication skills
Interpersonal skills
Customer service
Job knowledge
If one competency is more critical than the others, indicate the job relevance and justification in the “Supervisor Planning Comments”.

7. Major Job Duties List duties that are important
Look at the duties on the PDQ
List duties that are measurable
When duties are done daily. Monthly and/or quarterly and how important are they

8. Determining Goals Goals can be: Individual Department Team
University goals

9. Setting Goals Goals should be: Based on job expectations Realistic
Observable
Measurable
Challenging
Focused on employee development and success

10. Examples of Good Goals Redesign the file room
Wash the walls in all buildings
Develop in areas of supervision
Paint the OUC
Develop a new
Process for accepting new applications
Redesign the website
Attend classes and certify in proper safety techniques
Develop a new schedule for work studies
Implement a new software
Increase student satisfaction

11. Good Performance Management Techniques
Ideas for successful performance management:
Planning ahead
Employee input
Prevent surprises
Documenting performance
Performance management year around

12. Planning Ahead Ask the Employee for feedback
Performance management should be a collaborative process between the employee and supervisor
Everyone is responsible for success
Set expectations and have an action plan
Communicate department mission and values to gain employee understanding and commitment

13. Employee Input Employees take an active role:
Setting goals
Designing action plans
Identifying strengths and weaknesses
Employees participate in the performance management meeting

14. Prevent Surprises Request self evaluation from employee
Maintain on-going documentation
Ensure that evaluations are fact based
Supervisors must communicate with employees – both positive and negative
Encourage dialogue during review
Utilize Human Resources the facilitate discussions where needed

15. Document Performance Make sure documentation is objective
Document performance of all employees
Provide complete and accurate information
Document performance on a regular basis
Share the documentation with employees to prevent surprises

16. Employee Performance Log
Employee Performance Log Employee Name:______________________ Evaluation Period:__________________
Date
Performance Item
Feedback Provided to Employee
(Yes/No)
If Yes, Date
6/6/05
Completed system conversion ahead of schedule. This increases department efficiency
Yes, 6/7/05
Provided copy of Kudos
9/1/05
Involved in conflict with purchasing department (see attached )
Yes, 9/1/05
Described professional expectations and directed to apologize to purchasing

17. Key Points to Remembers
On going Communication is the key to performance management
Identify employee expectations and provide feedback
Evaluations and plans can help create a system of motivation and professional development

18. Signatures and Approvals
Performance evaluations need to be signed by the second level Supervisor before being presented to the employee
Create a Planning document for next performance year – April 1, 2011 – March 31, 2012
Planning form needs to be signed by the Supervisor and Employee only
Due date is Friday, April 15th
Mid year progress reviews will be down in September/October

19. Key Points to Remember
All evaluations and plans are due to Human Resources by Friday, April 15th

20. Any Questions? ?