Presentation 1 ADITI
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Transcript of Presentation 1 ADITI
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8/14/2019 Presentation 1 ADITI
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What is performance management?
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Performance management is
n management of performance assessingimpact
n taking care of people evidence and feedback n effective alignment of HR with school
improvementfunctions pay and performance
n differentiating between good, satisfactoryand poor
performance rewarding people fairly
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Goals ofPerformance
Identifies meaningful performance
distinctions among the Departments
managers and supervisors
Incorporates strategic plans and
mission objectives with
accountability for achieving such
objectives into the performance
plans of managers and
supervisors
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Goals ofPerformance
Provides substantial financial rewards
commensurate with top performance
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Key Performance
Critical Element an assignment or workresponsibility so important that unacceptableperformance on the element would result in adetermination that an employees overallperformance is unacceptable.
Performance Award a lump sum cash award
granted to an individual or group in recognitionof overall performance which exceedsexpectations.
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Key Performance (cont.)
Performance Plan all of the written, or
otherwise recorded, performance
elements that set forth expected
performance.
Performance Standard a work
requirement or expectation typically
conveyed in measures of quality, quantity,timeliness, and manner of performance.
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Progress review
a formal
communication with
the employee abouthis/her performance
compared to the
established
performancestandards of critical
elements.
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GENERAL REQUIREMENTS
Performance plans for managers and
supervisors must be established and in place no
later than 30 days from the beginning of the
performance appraisal period. At least one progress review must be conducted
annually--generally around the midpoint of the
performance appraisal period.
Assistance must be provided to employees in
improving unacceptable performance.
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Four-Level Performance Appraisal
System:
Significantly Exceeds Expectations
Meets Expectations
Needs Improvement
Fails to Meet Expectations
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Responsibilities of Managers
Participate in the development of annualperformance plan including sub-elements andstandards
Regularly report on the status of assignmentsincluding any problems which may prevent theirsuccessful completion
Maintain complete records on work outputs for
use during progress reviews Include training as required for professional
development and performance of responsibilities
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Deriving Overall Performance
Ratings
Significantly Exceeds Expectations (SE)
Both critical elements must be rated SE
Meets Expectations (ME) At least one
critical element rated ME with the otherrated the same or higher
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Deriving Overall Performance
Ratings (cont.)
Needs Improvement (NI) At least one
critical element rated NI with the other
rated the same or higher
Fails to Meet Expectations (FME) Atleast one critical element rated FME
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Performance Awards Eligibility
Mandatory awards to employees rated
Significantly Exceeds Expectations
Awards to employees rated Meets
Expectations are granted at the discretionof the Head of the Departmental Element
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QUESTIONS