5/19/2009 Human Resources Department 1 - Ship
Transcript of 5/19/2009 Human Resources Department 1 - Ship
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Objectives• Focus performance as a management
process designed to achieve University goals
• Establish clear and measurable performance goals and objectives against which accountability willbe established and performance assessments will be conducted
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Objectives
• Define a common set of behavior expectations that are linked to System values and support the achievement of University goals andobjectives
• Clearly and consistentlycommunicated to all managementemployees
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Performance management
Performance management is the process of planning, measuring and
assessing work performance
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Performance evaluations……..• Must be done for ALLmanagers• Aligning personal performance tothe
goals of the University• Measures performance based onCore
Performance Factors and Job Specific Objectives.
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What Performance Management does for you?
• Promotes two‐way communicationand participation
• Provides a mechanism for determiningand establishing goals critical to theUniversity
• Focuses on desired results andthe processes to achievethem
• Emphasizes individual contributions to success
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What Performance Management does for you?
• Helps identify employeedevelopment needs
• Promotes individual andorganizational success
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Performance Management Requirement s
• Hire based upon expectations of the position and KSA’s of employee
• Develop meaningful/measurable expectations
• Provide regular/frequentperformance feedback
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Performance Management Requirement s
• Prepare timely, constructive Performance Review
• Reward/Recognize• Identify/provide training
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The Performance ManagementSteps
Performance Management Steps
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Setting GoalsS M A R T
• Specific
• Measurable
• Attainable
• Relevant
• Time‐Based5/19/2009 Human Resources Department 11
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5 Point Rating Scale Definitions
5 Significantly and Consistently Exceeds Expectations: Performance consistently above standards in all or nearly all areas and far exceeds normal expectations.4 Exceeds Expectations: Performance fully meets expectations and is generally above standards in multiple areas.3 Meets Expectations: Performance fully meets standards in all areas and may exceed standards in some areas.2 Needs Improvement: Performance is below standards in a number of expectations, but may meet standards in others1 Below Expectations: Performance is below standards in a number of critical aspects where substantial improvement is required.NA Insufficient time in position to evaluate or not applicable
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Performance FactorsExpected Behavioral Level:
• Leadership• Commitment to the University’s
Mission, Vision and Values• Management Practices• Relational Skills• Commitment to Diversity
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Performance Factors (Cont.)• Resource Management• Communication Skills• Accountability• Responsiveness/Customer Service• Decision Making/Problem Solving• Work Environment/Safety
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Job Specific Performance Objectives
• Additional behaviors thatdrive effective performance
• Should identify specific areas of responsibility or specificprojects
• Objectives should be prioritized, withmost important in block 1, next mostmost important in block 2, etc.
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The Performance Ratings
• Reflects relative importance of goals• Not necessarily a mathematicalaverage• Must be a whole number between 1 & 5• Ensure consistentapplication
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Performance Development Plan
• Professional Growth Strategies
• Remedial Strategies
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