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Page 1

PERFORMANCE

MANAGEMENT PROCESS

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Page 2

PERFORMANCE MANAGEMENT PROCESS

PrerequisitesPerformance

PlanningPerformance

Execution

Performance

Renewal &

Recontractin

g

Performance

Review

Performance

Assessment

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There are two important prerequisites

required before a PM system is implemented:

1. Knowledge of the organizations

mission and strategic goals

2. Knowledge of the job in question jobanalysis; determining the key

components of a particular job; KSA

required for the job

Prerequisites

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Performance Planning

Employees should have a thorough

knowledge of the performance

management system Supervisor and employee meet

Discussion includes consideration of

both results, behaviors as well as a

developmental planPerformance

Planning

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Results:

- what needs to be done

- key accountabilities; from job

description- performance standards

Behaviors- discussing competencies

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Development Plan

- identifying areas that need

improvement- setting goals to be achieved in each

areas

-include both results and behaviors

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Performance execution

Employees strive to produce results,

behaviors, work on developmental

needsThis stage consists of the following

factors:

Performance

Execution

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1. Commitment to goal achievement-make employee active participant in

goal setting

2. Ongoing performance feedback andcoaching

3. Communication with supervisor

4. Collecting and sharing performancedata

5. Preparing for performance reviews

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Supervisors have primary responsibility

over the following issues:

Observation and documentation

Updates

Feedback Resources

Reinforcement

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Areas for which employees and managers

have primary responsibility

Employees Managers

Commitment to goal achievement Observation and documentation

Ongoing performance feedback

and coaching

Updates

Communication with supervisor Feedback

Collecting and sharing

performance data

Resources

Preparing for performance reviews Reinforcement

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Performance Assessment

Both employee and manager

responsible-desired behavior

displayed and desired results achieved

Involvement of both parties in the

assessment

Performance

Assessment

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Performance Review

Meeting between the employee and the

manager-appraisal meeting or

discussion

Review of what was done and how it

was done

Performance

Review

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Performance Renewal and Recontracting

Uses information gained from the

other phases

PerformanceRenewal &

Recontractin

g

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SIX RECOMMENDED STEPS FOR CONDUCTING

PRODUCTIVE PERFORMANCE REVIEWS

1. Identify what the employee hasdone well and poorly by citing

specific positive and negative

behaviors

4. Explain to the employee howskills used in past achievements

can help himovercome any current

performance problems

2. Solicit feedback from your

employee about these behaviors.Listen for reactions and explanations

5. Agree on an action plan. Encourage

the employee to invest in improvinghis performance by asking questions

such as what ideas do you have for

____? and what suggestions do youhave for ____?

3. Discuss the implications ofchanging, or not changing the

behaviors. Positive feedback is best

but the employee must be made

aware of what will happen if any poorperformance continues

6. Set up a meeting to follow up andagree on the behaviors, actions, andattitudes to be evaluated

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An Effective Performance

Management Process (PMP):

Maximizes staff engagement,development, and performance

Is consistent across units to enhance full

development and utilization of talent Remains flexible, efficient, measurable,

fair, transparent

Provides better alignment of staff roles

and goals with the organizations mission Promotes on-going and proactive

succession management

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Engages and develops employeesthroughout the year

Establishes goals and measuresperformance to those goals

Depends on the supervisor giving clear,developmental feedback

Includes a review of past performanceand goals and focuses on futuredevelopment opportunities that arealigned to individual, unit, andorganization goals

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