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Course Objectives

After completing this workshop, the learner will be able to:

  • Understand organizational performance rating scale
  • Fill out a Performance Appraisal Form
  • Conduct meaningful performance appraisal discussions 
  • Be prepared for some common challenges of the appraisal process
  • Set effective goals with employees

Your Experience

Think about your last review:

  • What thoughts come to mind?
  • What went right, what went wrong?

Performance Management

An iterative process of goal-setting, communication, observation and evaluation to support, retain and develop exceptional employees for organizational success.

Why Manage Performance?

To reach organizational mission and goals
  • Encourage and reward behaviors aligned with organizational mission and goals
  • Curb or redirect non-productive activities

What do Employees Expect?

  • Clear expectations
  • Positive/ constructive feedback on a regular basis
  • Involvement in goal setting
  • Be treated fairly and consistently
  • Sharing of information and resources
  • Job/ career enrichment opportunities

Planning for the Process

  • Review employee’s job description
  • Understand the performance measurement system 
  • Review notes from the year
  • Understand employee expectations

Types of Appraisal Forms

  • Exempt
  • Exempt Managerial 
  • Non-Exempt
  • Senior Administrator

Rating Scale

4 - Excellent (Exceeds Standards)
3 - Good (Fully Meets Standards)
2 – Acceptable (Usually Meets Standards)
1 – Unsatisfactory (Fails to Meet Standards)

Excellent (Exceeds Standards)

  • Clearly considered to be exceptional performers. 
  • Consistently exceed the communicated expectations of the job function, responsibility or goal. 
  • Demonstrate unique understanding of work beyond assigned area of responsibility.
  • Identify needs and provide unique, innovative and workable solutions to problems.  
  • Achievements and abilities are obvious to subordinates, peers, managers and customers.

Good (Fully Meets Standards)

  • These employees are “on track” and fully achieve expectations. 
  • Independently and competently perform all aspects of the job function, responsibility, or goal.
  • Performance consistently meets the requirements, standards, or objectives of the job.
  • Occasionally exceeds requirements. 
  • Recognizes, participates in, and adjusts to changing situations and work assignments. 

(Usually Meets Standards)

  • Generally meet expectations required for the position.
  • Competently perform most aspects of the job function, responsibility or goal. 
  • May require improvement in one or two areas of consistent weakness.
  • Employee requires coaching in a weak area or may need additional resources or training to meet expectations. 

Unsatisfactory (Fails to Meet Standards)

  • Employees with this rating fail to satisfactorily perform most aspects of the position (or function). 
  • Performance levels are below established requirements for the job.
  • Employee requires close guidance and direction in order to perform routine job duties.
  • Performance may impede the work of others and the unit.
  • A performance improvement plan must be submitted to OHR. 

Scheduling the Meeting

  • Notice
  • Location
  • Self-evaluation
  • Appropriate form
  • Comments
  • Supervisory approval

Filling out the Form

  • Review notes
  • Behaviors vs. value judgments
  • Align categories on form with employee’s job responsibilities
  • Optional categories
  • Set goals

Setting Effective Goals
  • Quick Tips
  • S.M.A.R.T. Goals
  • Specific
  • Measurable
  • Achievable/Agreed Upon
  • Relevant
  • Time-bound
  • Aligned
  • Adjustable
Common Mistakes

  • Labeling
  • Recency
  • Central Tendency
  • Leniency
  • Horns/Halo Effect
  • Constancy
  • Similarity

Performance Appraisal Practice

  • Review Performance Appraisal for items that are:
  • Under-rated
  • Over-rated
  • Poorly stated
  • Refer to employee background
  • Rewrite Performance Appraisal using tools reviewed today
  • Make sure to fill out the form completely including the Goals section

Conducting the Meeting

  • Review rating system
  • Discuss employee’s self review
  • Let employee talk
  • Be aware of all three parts of the messages you send:
  • Words
  • Tone
  • Body Language

Dates to Remember

  • Appraisals due to your HR contact before the next year academic schedule
  • Review form with HR contact before meeting with employee

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