Basics_of_Performance_Management

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Managing for Excellent Performance : 

Managing for Excellent Performance Human Resources Dept. October 16, 2003

Introduction : 

Introduction Managing Performance is a year round process But, we tend to really notice it when Performance Appraisals are due. So, let’s learn how to write good appraisals and build good performance management techniques into our management style.

Here’s What You’re In For! : 

Here’s What You’re In For! Coaching Rewarding Disciplinary Action Performance Appraisal Documenting performance

Coaching and Rewarding : 

Coaching and Rewarding Hey, I’m not athletic – how can I coach? Give clear direction and training Tell them – give written instructions? Show them Let them do the task – you observe Provide feedback Check in

Coaching and Rewarding : 

Coaching and Rewarding Follow Up Regularly Can be informal and frequent Set regular meetings to discuss work Make small corrections subtly and frequently Communicate changes promptly Changes in expectations Changes in process Pros of Coaching

Coaching and Rewarding : 

Coaching and Rewarding Good Job! Yep, sometimes rewarding is that simple. Make it personal. Send an email and copy your boss too. Celebrate! Go out to lunch, ice cream, coffee – and you don’t have to talk about work! Ask for them to do something similar again. Mention specific successes on an appraisal. Other ideas?

Oops, you did it again… What to do when coaching doesn’t work… : 

Oops, you did it again… What to do when coaching doesn’t work… Disciplinary Process for Classified Staff Verbal Warning Written Warning These are actions that you can take without involving HR unless you want to! (We’re always willing to assist you!!)

Oops, you did it again… What to do when coaching doesn’t work… : 

Oops, you did it again… What to do when coaching doesn’t work… Disciplinary Action for Classified Staff Letter of Reprimand Suspension/Demotion Termination These actions require the participation of a Human Resources Representative. They require a pre-disciplinary hearing and all are grievable actions.

Performance Appraisals Here we go again!!! : 

Performance Appraisals Here we go again!!! Outline: Job Functions and Standards Rating Employees Accomplishments and Improvement Needs Goals Performance Appraisal Meeting with Employee

Job Functions and Standards : 

Job Functions and Standards Write description of specific duties to be performed Include timelines Quantify whenever possible Be specific

Consider This! …when writing an appraisal : 

Consider This! …when writing an appraisal Before writing and rating, consider the employee’s whole body of work Gather data about what the employee did How well they did it How they got along with others How are their communication skills Write the comments first – then do the rating Avoid Common Rating Errors

Performance Summary/Development Plan : 

Performance Summary/Development Plan Accomplishments/Improvements Successful Major projects; excellent performance of daily activities What needs improvement and how can the employee make the improvement?

Inefficient Example : 

Inefficient Example She complains all the time. When she spots problem she simply whines to me about it rather than offering any concrete suggestions as to how it might be solved.

Positive Example : 

Positive Example I think she should bring up her concerns in a positive, structured way. What I mean by this is: when she spots a problem I wish she would think through its ramifications and try to come up with a plan concerning how she thinks we might go about solving it.

Goals:How’d you do? What’s to come? : 

Goals:How’d you do? What’s to come? Were goals reached? Be Specific – Cite examples Explain reasons for not meeting goals Setting goals – Goals should: Be Specific - Be Measurable Be Challenging - Be Realistic Have a deadline

Obtaining Signatures : 

Obtaining Signatures Required Signatures: Supervisor Next Level of Supervision Review (your boss) Employee HR recommends that you obtain your boss’ signature prior to meeting with the employee.

Setting the Meeting : 

Setting the Meeting Schedule the meeting several days in advance. Identify a low-stress day. Allow a minimum of one hour. Select a private, neutral location. Plan what will be said.

Discussing Performance : 

Discussing Performance Ask the employee for his/her thoughts about his/her performance. Share examples of performance. Discuss the affects of performance. Be specific. Be consistent between verbal and written feedback.

Performance Appraisal Timeline : 

Performance Appraisal Timeline November 30 – Classified Staff Appraisals Due January 1 – Self Evaluation becomes rating of record if no supervisor appraisal has been done HR will provide periodic reports

Options for Review : 

Options for Review Informal negotiation may change appraisal content or score. Right of Review Process: An employee may request, in writing, that the supervisor alter a portion of the appraisal. Provide a copy to the Human Resources Department.

Phew – Here’s a brief recap : 

Phew – Here’s a brief recap Coach for good overall performance Reward performance when it’s good Document performance along the way Discipline when necessary Accurately address performance in the appraisal

Want More? : 

Want More? Human Resources has a library of books and tapes for your use. Stop by to look them over or check the list on our website Local and Regional Training Opportunities are listed on the HR website www.nau.edu/hr Click on Training