performance management overview
DESCRIPTION
Performance Management Overview. Performance Management Agenda. Objectives Current and future environment What we’ve done to create future environment New performance management framework Automation support Personnel Reform integration Training Support. - PowerPoint PPT PresentationTRANSCRIPT
June 28, 2012 1
Performance Management
Overview
Performance Management Agenda Objectives
Current and future environment
What we’ve done to create future environment
New performance management framework
Automation support
Personnel Reform integration
Training Support
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Performance ManagementObjectives
Promote a two-way system of communication between supervisors and employees
Clarify expectationsRegular and transparent feedbackContinuous coaching
Align employee behavior with agency values, goals, strategies
Help distinguish exceptional individuals that contribute to organizational success
Integrate administrative decision making with succession planning, promotions, and performance pay
Promote personal growth and career advancement by helping employees acquire the desired competencies, knowledge, skills, and abilities
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Performance Management Current Environment
Not all employees participate in a performance management process
Current evaluation form is complex, cumbersome, and time consuming
No automation support
No integration of performance appraisal with other management decision systems (promotion, discipline, compensation)
No statewide employee training
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Performance ManagementFuture Environment
Most employees participate in a performance management process
Simple, easy to use evaluation form
Full automation support
Integration of performance appraisal with other management decision systems (promotion, discipline, compensation)
Statewide employee training
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Performance ManagementSteps to Design New System
Reviewed other employers; private and public sector
Examined Best Practice Research; Society for Human Resource Management – best practices from academic and practitioner experience
Key Findings: Rating Scale: 3 or 5 ratings (3 most common)CompetenciesPre-defined StandardsProcess: Supervisor/Employee discussions before,
during, and after evaluation period
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Performance ManagementSteps to Design New System
Created 17 baseline competencies and associated standards
Formed agency workgroupASRS, AHCCCS, DJC, DEQ, ADC, DES, DOR, ADOT,
DHS, ADE, FTFReviewed and modified baseline competencies
and standards
ResultsAdded 4 new competenciesDeleted 1 competencyModified 9 standardsFinal agreement on competency pool
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Performance ManagementFramework
Statewide competenciesThree for all employeesOne additional for managers
Agency competenciesThree for all employeesSelected from competency pool of 16Agency wide, Division wide, job wide
Employee specific results One required competencyTwo optional performance period results
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Performance ManagementCompetencies
Statewide competencies Customer ServiceAccountabilityTeamwork and CooperationLeadership and Supervision (required for
supervisors)
Agency competencies Creativity and Innovation Initiative Transformers of Government Problem Solving Communication Conflict Management Professional Ethics Technical/Functional Expertise
Flexibility Negotiation and Influence Professional Development Project Management Team Leadership Sharing Knowledge and Expertise Safety Awareness Correctional Security and Safety
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Performance ManagementCompetency - Standards Example
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Performance ManagementEmployee Specific Results
Results Orientation competencyMandatory for each employeeProvides flexibility for defining results
Performance Period ResultsSpecific, measurable, time targetedTwo for each employee
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Performance ManagementRating Scale
3-point rating scaleExceeds expectationsMeets expectationsNeeds improvement
Easy to use, quick decision making, defensible
Equal weighting across all competencies
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Performance ManagementEvaluation Process
Phase 1:Employee Self-Assessment without
gradeManager’s Evaluation of Employee’s
Performance
Phase 2:360 feedback
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Performance ManagementEvaluation Cycle
Cycle 1: January 1, 2013 - June 30, 2013
Cycle 2: July 1, 2013 – March 31, 2014
Cycle 3: April 1 – March 31 thereafter
14October 24, 2012
Performance ManagementAutomated Solution
New HRIS application – Performance Management YES access On-line planner and evaluation
Efficient method for building a plan and evaluating results Employee and position data “pre-filled” Radio buttons for selecting rating Automated notes Final calculations built in
Appropriate record keeping – “system of record”
Paperless process flow – routing through email
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Performance ManagementIntegration
New classification system Job descriptions include competencies
New hires Posting include competencies Positions “tagged” with evaluation competencies
Compensation Merit increases tied to performance Promotions
Review Discipline/Dismissals RIFs tied to performance (100%) Suspensions >80hrs, Demotions and Dismissals
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Performance ManagementTraining
Supervisors and managers Three classroom courses
Performance planning Performance Conversations Performance Evaluations
Four Webinars Conducting performance conversations Performance documentation made easy Writing about and rating employee performance Engaging employees in the performance evaluation process
HRIS Performance Management for Managers CBT
Employees Performance Management overview CBT HRIS Performance Management for Employees CBT
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