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Management excellence
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Section 4Section 4Performance Performance Management Management
ProcessProcess
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Performance Performance managementmanagement
• Performance management cycle.• Chain reaction.• Performance Management road map.• Performance rating definition.• Summary of the performance development review process.• Performance development review.
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Performance management is the systematic process by which an agency involves its employees, as
individuals and members of a group, in improving organizational effectiveness in the accomplishment of
agency mission and goals.
Performance Management Performance Management Is..Is..
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Performance Management CyclePerformance Management Cycle
Evaluation
Planning
MonitoringPerformance Improvement
Plan
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PlanningPlanning
•Management team Management team meetingsmeetings
•Director/managers meetingsDirector/managers meetings
MonitoringMonitoring
•Monthly MeetingMonthly Meeting•Informal Feedback Informal Feedback • CoachingCoaching
•Midyear review 1Midyear review 1•Midyear review 2Midyear review 2Competencies ChecklistCompetencies Checklist
•Kick-off meetingKick-off meeting•One on oneOne on one
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EvaluationEvaluation
Performance Development ReviewPerformance Development Review by the end of the by the end of the yearyear
Performance ImprovementPerformance Improvement PlanPlan
Performance Development PlanPerformance Development Plan
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Succession Planning
Axiom Group Strategy
Axiom UAE Objectives
Departmental Objectives
All employees with objectives
Job Specific Competencies Management/Behavioral Competencies Job Skills & PerformancePerformance & Development Review
Assessment Against + Assessment Against + Agreement on Personal Competencies Agreed Objectives Development Plan
Management Development Information
Training & Development
Plan
Recognition & Reward
Axiom UAE Strategy
A Chain A Chain ReactionReaction
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Performance Management Performance Management Road MapRoad Map
Have you communicated clear expectations (with measurable outcomes) to employee?
Are you gathering support data?
Are you regularly asking for input and giving feedback?
Have you set the stage for employee to prepare for appraisal meeting?
Have you prepared yourself for the appraisal session?
Have you conducted the appraisal session?
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Performance Ratings DefinitionsPerformance Ratings Definitions
score of 4.70~ 5.00 Performance is consistently outstanding and the employee is a role model in living and supporting company vision
score of 3.70 ~ 4.65 Performance is consistently exceeds expectation.
score of 2.70 ~ 3.65 Performance is consistently fulfills expectations.
score of 1.70 ~ 2.65 Performance is below expectations.
score of 0.00 ~ 1.65 Performance consistently does not meet expectations and rapidly below expectations.
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Summary of the Performance Development Summary of the Performance Development Review Process (Performance Appraisal) Review Process (Performance Appraisal)
Step I: Arrange Initial Meetings Owner: Manager
Step II: Prepare for Performance Appraisal
Owner : Employee & Manager
Step II: Prepare for Performance Appraisal
Owner: Manager
Step III: Hold Performance Appraisal Meeting
Owner: Employee & Manager
Step IV: Document sent to 2nd line manager
Owner : First line Manager
Step V: Employee informed, & documents sent to HR.
Owner : First line Manager
Step VI: On-going Feedback Owner: First Line Manager
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Performance Development ReviewPerformance Development Review
Don’t------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
Measurement ErrorsFirst Impression Individual’s performance must be rated evenly during the whole period.Halo Effect An individual may make an overall impression which distorts his/her actual results.Central/Contrast Managers may tend to either rate everything as average or exaggerate differences.Leniency/Harshness Some managers may rate everyone either lower or higher than other managers.Similarity Managers may prefer those employees who are similar to themselves or to someone they admire.
Do------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
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Be a Coach not a JudgeBe a Coach not a Judge