nova southeastern university nova southeastern university facilitated by: facilitated by: aaron...
TRANSCRIPT
Nova Southeastern UniversityNova Southeastern University
facilitated by:facilitated by:
Aaron Greenberg andAaron Greenberg and
Maureen Simunek-AppeltMaureen Simunek-Appelt
Office of Human ResourcesOffice of Human Resources
Performance Management:
Focus on Performance Appraisals
Course ObjectivesCourse Objectives
After completing this workshop, the learner will be able to:
Understand NSU’s 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 ExperienceYour Experience
Think about your Think about your last review:last review:
What thoughts come What thoughts come to mind?to mind?
What went right, What went right, what went wrong?what went wrong?
An iterative process of goal-setting, An iterative process of goal-setting,
communication, observation and evaluation to communication, observation and evaluation to
support, retain and develop exceptional support, retain and develop exceptional
employees for organizational success.employees for organizational success.
Performance Performance ManagementManagement
CommunicateCommunicate
ObserveObserveEvaluateEvaluate
Set GoalsSet Goals
Why ManageWhy Manage
Performance?Performance?
Curb or redirect non-productive Curb or redirect non-productive activitiesactivities
Encourage and reward behaviors aligned with Encourage and reward behaviors aligned with
organizational mission and goalsorganizational mission and goals
To reach organizational mission and To reach organizational mission and goalsgoals
What do Employees What do Employees Expect?Expect?
Clear expectationsClear expectations
Positive/constructive Positive/constructive feedback on a regular basisfeedback on a regular basis
Involvement in goal settingInvolvement in goal setting
Be treated fairly and Be treated fairly and consistentlyconsistently
Sharing of information and Sharing of information and resourcesresources
Job/career enrichment Job/career enrichment opportunitiesopportunities
Planning for the ProcessPlanning for the Process
Review employee’s Review employee’s job descriptionjob description
Understand the Understand the performance performance measurement measurement system system
Review notes from Review notes from the yearthe year
Understand Understand employee employee expectationsexpectations
Types of Appraisal FormsTypes of Appraisal Forms
ExemptExempt
Exempt ManagerialExempt Managerial
Non-ExemptNon-Exempt
Senior AdministratorSenior Administrator
Forms are available online at: Forms are available online at:
http://www.nova.edu/cwis/hrd/ohrforms.html
Rating ScaleRating Scale
4 - Excellent 4 - Excellent (Exceeds Standards)(Exceeds Standards)
3 - Good 3 - Good (Fully Meets Standards)(Fully Meets Standards)
2 – Acceptable 2 – Acceptable (Usually Meets Standards)(Usually Meets Standards)
1 – Unsatisfactory 1 – Unsatisfactory (Fails to Meet (Fails to Meet Standards)Standards)
Excellent Excellent ((Exceeds StandardsExceeds Standards)) Clearly considered to be Clearly considered to be exceptionalexceptional
performers. performers. Consistently exceed the communicated Consistently exceed the communicated
expectations of the job function, responsibility expectations of the job function, responsibility or goal. or goal.
Demonstrate unique understanding of work Demonstrate unique understanding of work beyond assigned area of responsibility.beyond assigned area of responsibility.
Identify needs and provide unique, innovative Identify needs and provide unique, innovative and workable solutions to problems. and workable solutions to problems.
Achievements and abilities are obvious to Achievements and abilities are obvious to subordinates, peers, managers and customers.subordinates, peers, managers and customers.
Good Good ((Fully Meets Fully Meets StandardsStandards))
These employees are “on track” and fully These employees are “on track” and fully achieve expectations. achieve expectations.
Independently and competently perform all Independently and competently perform all aspects of the job function, responsibility, or aspects of the job function, responsibility, or goal.goal.
Performance consistently meets the Performance consistently meets the requirements, standards, or objectives of the requirements, standards, or objectives of the job.job.
Occasionally Occasionally exceeds exceeds requirements. requirements. Recognizes, participates in, and adjusts to Recognizes, participates in, and adjusts to
changing situations and work assignments. changing situations and work assignments.
Acceptable Acceptable (Usually Meets Standards)(Usually Meets Standards)
Generally meet expectations required Generally meet expectations required for the position.for the position.
Competently perform Competently perform mostmost aspects of aspects of the job function, responsibility or goal. the job function, responsibility or goal.
May require improvement in one or May require improvement in one or two areas of consistent weakness.two areas of consistent weakness.
Employee requires coaching in a weak Employee requires coaching in a weak area or may need additional resources area or may need additional resources or training to meet expectations. or training to meet expectations.
Unsatisfactory Unsatisfactory (Fails to Meet Standards)(Fails to Meet Standards)
Employees with this rating fail to Employees with this rating fail to satisfactorily perform most aspects of the satisfactorily perform most aspects of the position (or function). position (or function).
Performance levels are Performance levels are belowbelow established established requirements for the job.requirements for the job.
Employee requires close guidance and Employee requires close guidance and direction in order to perform routine job direction in order to perform routine job duties.duties.
Performance may impede the work of Performance may impede the work of others and the unit.others and the unit.
A performance improvement plan must be A performance improvement plan must be submitted to OHR. submitted to OHR.
Scheduling the Scheduling the MeetingMeeting
NoticeNotice
LocationLocation
Self-evaluationSelf-evaluation
Appropriate formAppropriate form
CommentsComments
Supervisory approvalSupervisory approval
Filling out the FormFilling out the Form Review notesReview notes
Behaviors vs. value Behaviors vs. value judgmentsjudgments
Align categories on Align categories on form with form with employee’s job employee’s job responsibilitiesresponsibilities
Optional categoriesOptional categories
Set goalsSet goals
Setting Effective GoalsSetting Effective Goals
Quick TipsQuick Tips S.M.A.R.T. GoalsS.M.A.R.T. Goals
SpecificSpecific MeasurableMeasurable Achievable/Agreed Achievable/Agreed
UponUpon RelevantRelevant Time-boundTime-bound
AlignedAligned AdjustableAdjustable
CommunicateCommunicate
ObserveObserveEvaluateEvaluate
Set GoalsSet Goals
Common MistakesCommon Mistakes LabelingLabeling RecencyRecency Central Central
TendencyTendency LeniencyLeniency Horns/Halo Horns/Halo
EffectEffect ConstancyConstancy SimilaritySimilarity
Performance Appraisal Performance Appraisal PracticePractice
Review Performance Review Performance Appraisal for items that Appraisal for items that are:are: Under-ratedUnder-rated Over-ratedOver-rated Poorly statedPoorly stated
Refer to employee Refer to employee backgroundbackground
Rewrite Performance Rewrite Performance Appraisal using tools Appraisal using tools reviewed todayreviewed today
Make sure to fill out the Make sure to fill out the form completely including form completely including the Goals sectionthe Goals section
CommonCommonPerformance Performance AppraisalAppraisalChallengesChallenges
Conducting the MeetingConducting the Meeting Review rating systemReview rating system
Discuss employee’s self Discuss employee’s self reviewreview
Let employee talkLet employee talk
Be aware of all three parts Be aware of all three parts of the messages you send:of the messages you send: WordsWords ToneTone Body LanguageBody Language
Stay focused on Stay focused on performanceperformance
Dates to RememberDates to Remember Appraisals due to Appraisals due to
your HR contact your HR contact before before May 1, 2009May 1, 2009
Review form with HR Review form with HR contact before contact before meeting with meeting with employeeemployee
No reclassifications No reclassifications between between April 1 April 1 and July 31, 2009 and July 31, 2009