Performance Evaluation PowerPoint Content

Performance Evaluation: 

Performance Evaluation

Program Objectives (1 of 2): 

Program Objectives (1 of 2) An understanding of the performance management system. Awareness of the mechanics of how the program works. An understanding of the general interpersonal dynamics involved in the performance appraisal process. www.readysetpresent.com Page 2

Program Objectives (2 of 2): 

Program Objectives (2 of 2) Practice in conducting each of the components of an effective appraisal interaction. Specific pointers about, and practice with performance problems. An opportunity to plan how to transfer the training program skills back to the job. www.readysetpresent.com Page 3

Definition: 

Definition A review of an employee’s productivity, skill, and efficiency at work that is conducted by a manager. www.readysetpresent.com Page 4

A Challenge: 

A Challenge Please Write a One Sentence Definition of Performance Evaluation. www.readysetpresent.com Page 5

Goal Setting Questions: 

Goal Setting Questions www.readysetpresent.com Page 6

Rising To The Challenge: 

Rising To The Challenge www.readysetpresent.com Page 7

Rising To The Challenge (1 of 2): 

Rising To The Challenge (1 of 2) Accentuate the positive. Put goals in writing. Make goals challenging, yet attainable. Check for compatibility. Set up yardsticks. Target. www.readysetpresent.com Page 8

Rising To The Challenge (2 of 2): 

Rising To The Challenge (2 of 2) Have perspective. First thing’s first. Review and revise. Focus attention. Chart progress. Give rewards. www.readysetpresent.com Page 9

Performance Appraisals: 

Performance Appraisals Objectives Understand the benefits of goal-oriented appraisals in motivating people to produce. Understand the importance of conducting effective performance interviews to the success of your own career and departmental goals. Assess your own attitudes toward judging the people who work for you, as well as with you. www.readysetpresent.com Page 10

Four Benefits: 

Four Benefits www.readysetpresent.com Page 11

PowerPoint Presentation: 

www.readysetpresent.com Page 12

Frequent Employee Complaints: 

Frequent Employee Complaints www.readysetpresent.com Page 13

PowerPoint Presentation: 

www.readysetpresent.com Page 14

Performance Interviews: 

Performance Interviews www.readysetpresent.com Page 15

Personal Performance Contract: 

Personal Performance Contract www.readysetpresent.com Page 16

The “Performance Appraisal”: 

The “Performance Appraisal” www.readysetpresent.com Page 17

A General Framework (1 of 3): 

A General Framework (1 of 3) Review organizational goals and results linked to factors of quality, quantity and time. Specify specific the results that are required. Ensure that employees’ results directly contribute to the organization’s goals and results. www.readysetpresent.com Page 18

A General Framework (2 of 3): 

A General Framework (2 of 3) Weight or prioritize the desired results. Identify first level measures to determine how well the results were achieved. Identify more specific first level measures as required. www.readysetpresent.com Page 19

A General Framework (3 of 3): 

A General Framework (3 of 3) Identify standards for how well these results were achieved. Document a performance plan, including desired results, measures and standards. Without this framework, a performance evaluation can be a failure. It takes time and persistence to successfully implement this framework. www.readysetpresent.com Page 20

Why Managers Dread Them: 

Why Managers Dread Them www.readysetpresent.com Page 21

Work Plan: 

Work Plan www.readysetpresent.com Page 22

Work Plan Chart: 

Work Plan Chart www.readysetpresent.com Page 23

Development Plan: 

Development Plan www.readysetpresent.com Page 24

Pitfalls to Avoid: 

Pitfalls to Avoid www.readysetpresent.com Page 25

Setting the Stage: 

Setting the Stage www.readysetpresent.com Page 26

Questions That Facilitate Appraisal Discussions: 

Questions That Facilitate Appraisal Discussions www.readysetpresent.com Page 27

Two Important Questions: 

Two Important Questions www.readysetpresent.com Page 28

Keys for Conducting Appraisals: 

Keys for Conducting Appraisals www.readysetpresent.com Page 29

Preparing for the Appraisal: 

Preparing for the Appraisal www.readysetpresent.com Page 30

Feedback: 

Feedback www.readysetpresent.com Page 31

Legal Aspects of A Performance Review: 

Legal Aspects of A Performance Review www.readysetpresent.com Page 32

Handling Poor Performers – Common Mistakes: 

Handling Poor Performers – Common Mistakes www.readysetpresent.com Page 33

Rewards: 

Rewards www.readysetpresent.com Page 34

PowerPoint Presentation: 

What is your next step? www.readysetpresent.com Page 35

PowerPoint Presentation: 

Download “ Performance Evaluation ” PowerPoint presentation at ReadySetPresent.com 175 slides include : 10 terms, the performance management cycle, the evaluation process, 6 manager’s responsibilities, 4 goal setting questions, 12 points on rising to the challenge, 7 performance applications, 4 benefits, 8 valuable functions of an appraisal, 11 additional values, 5 frequent employee complaints, 8 effective ground rules, 14 points on performance interviews, 6 points on benefits of personal performance contracts, 6 points on developing a personal performance contract, 4 elements of a personal performance contract, 5 points on performance appraisals, 10 points on a general contract, 5 points on why managers dread them, 14 points on the 4 steps for a work plan, 21 points on the 4 steps for a development plan, 6 pitfalls to avoid, 4 slides on constraints, 11 rating biases, 8 points on setting the stage, 8 points on beginning the discussion, 11 points on questions that facilitate appraisal discussions, 4 points on closing appraisal discussions, 8 keys for conducting appraisals, 6 points on conducting appraisal role plays, 6 points on why to hold a feedback meeting, 15 points feedback meeting agendas, 5 points on self-esteem, 7 points on preparing for the appraisal, 3 points on results-oriented versus process-oriented appraisals, 6 points on why appraisals are difficult for managers and employees, 17 points on feedback, 6 points on legally defensible do’s and don’ts, 4 points on tailoring your appraisal system to your organization system, 4 points on involving employees positively in the appraisal process, 18 common mistakes for handling poor performers, 10 common job-quality complaints, 5 slides on discipline, 16 action steps, and much more ! Royalty Free – Use Them Over and Over Again. Updated & Expanded 2012 Now: more content, graphics, and diagrams www.readysetpresent.com Page 36