Performance AppraisalsPerformance Appraisalsand theand the

Performance Management Performance Management ProcessProcess

ObjectivesObjectivesPerformance Management

– Performance Conversations– Goal Setting– Performance Appraisals– Legal Considerations– Progressive Discipline– Resources

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

Performance Performance ManagementManagement

OngoingOngoing Develops future performanceDevelops future performance Long-termLong-term Clear objectivesClear objectives Focus on behaviorFocus on behavior Incremental progressIncremental progress Two-way communicationTwo-way communication

Performance ManagementPerformance Management

Why ManageWhy Manage

Performance?Performance?

People want to feel what they do adds value People want to feel what they do adds value and understand their contribution to the teamand understand their contribution to the team

Curb or redirect non-productive activities

Encourage and reward behaviors that are Encourage and reward behaviors that are aligned with organizational mission and goalsaligned with organizational mission and goals

What is difficult about the What is difficult about the process?process?

PERFORMANCE ASSESSMENT GUIDE

Job Standards are Communicated

Are job standardsbeing achieved?

Employeereceives feedbackon performance

Supervisorinvestigates reasons

Performance PlanningWorksheet may be

developed or modified

Discipline maybe imposed

Are job standardsbeing achieved?

No

No

Yes

Yes

S.M.A.R.TS.M.A.R.T. Goals. Goals

Specific Measurable Attainable/Agreed Upon Realistic/Relevant Time-bound

Alignment

Regular Performance Regular Performance ConversationsConversations Communicate accountability, compassion, Communicate accountability, compassion,

integrity and respectintegrity and respect Increase alignment between actions and missionIncrease alignment between actions and mission Identify strengths, concerns and areas for futureIdentify strengths, concerns and areas for future

developmentdevelopment Are direct and eliminate surprisesAre direct and eliminate surprises Focus on examples of behavior vs. value Focus on examples of behavior vs. value

judgmentsjudgments Describe desired behaviorsDescribe desired behaviors Encourage employee to devise solutions and ask Encourage employee to devise solutions and ask

for necessary resourcesfor necessary resources Identify employee goalsIdentify employee goals Ask for commitment and set follow-up datesAsk for commitment and set follow-up dates

Performance Performance AppraisalsAppraisals• Self-evaluationSelf-evaluation• Clear expectationsClear expectations• CommentsComments• Supervisory approvalSupervisory approval• Optional categoriesOptional categories• Professional developmentProfessional development

Types of Appraisal FormsTypes of Appraisal Forms ExemptExempt Exempt ManagerialExempt Managerial Non-ExemptNon-Exempt Senior AdministratorSenior Administrator

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)

1 – Unsatisfactory 1 – Unsatisfactory (Fails to Meet Standards)

On a Scale of 4 to 1…On a Scale of 4 to 1…• Consistently exceeds communicated expectations of the Consistently exceeds communicated expectations of the

job function, responsibility or goal. job function, responsibility or goal. • Performance levels are below established requirements for Performance levels are below established requirements for

the job.the job.• Recognizes, participates in, and adjusts well to changing Recognizes, participates in, and adjusts well to changing

situations and work assignments.situations and work assignments.• Requires coaching in a weak area or may need additional Requires coaching in a weak area or may need additional

resources or training to meet expectations.resources or training to meet expectations.• Contribute to organization’s success by adding significant Contribute to organization’s success by adding significant

value well beyond job requirements.value well beyond job requirements.• Competently perform most aspects of the job function, Competently perform most aspects of the job function,

responsibility or goal. responsibility or goal. • Performance may impede the work of others and the unit.Performance may impede the work of others and the unit.• Independently and competently perform all aspects of the Independently and competently perform all aspects of the

job function, responsibility, or goal.job function, responsibility, or goal.• This overall rating requires the development of a This overall rating requires the development of a

performance improvement planperformance improvement plan. .

Common MistakesCommon Mistakes• RecencyRecency• Central TendencyCentral Tendency• LeniencyLeniency• Horns/Halo EffectHorns/Halo Effect• ConstancyConstancy• SimilaritySimilarity

Setting the ToneSetting the Tone

NoticeNotice LocationLocation OwnershipOwnership AtmosphereAtmosphere

Discipline ProcessDiscipline Process

Progressive DisciplineProgressive Discipline

TemplatesTemplates

Role of Office of Human Role of Office of Human ResourcesResources

LegalLegal considerationsconsiderations• Protected ClassesProtected Classes

• FMLAFMLA

• ConsistencyConsistency

• DocumentationDocumentation• Specific performance issues/behaviorsSpecific performance issues/behaviors• Improper, inaccurate or lax record keepingImproper, inaccurate or lax record keeping

• Performance appraisalsPerformance appraisals

• Lack of follow-upLack of follow-up

Caution Ahead…Caution Ahead…

Not bad for an old timer.Not bad for an old timer. A young, solid performer, but lacks the right appearance A young, solid performer, but lacks the right appearance

for our center.for our center. Has done okay despite being overworked and underpaid.Has done okay despite being overworked and underpaid. Hair is unkempt and unprofessional.Hair is unkempt and unprofessional. Doesn’t fit in with female coworkers – no raise this year.Doesn’t fit in with female coworkers – no raise this year. Is attractive and has potential.Is attractive and has potential. Accent can be offensive to customers at times.Accent can be offensive to customers at times. Will not be attending annual conference this year Will not be attending annual conference this year

because of pregnancy.because of pregnancy. Due to medical problems…Due to medical problems…

Thank you!Thank you!

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