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PERFORMANCE MANAGEMENT

LEAD Valuing Individual Performance (VIP)

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Learning Objectives

Understand the purpose and objectives of the state’s performance management system.

Know how to write SMART Goals. Know the timeline and stages of the

performance management system. Be able to give performance feedback

using the STAR method.

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Purpose

Valuing Individual Performance (VIP), the statewide performance management system is designed to enable employees to develop and enhance individual performance, while contributing to the achievement of organizational mission, goals, and business objectives.

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VIP Objectives

Facilitate effective communication Clarify performance expectations Connect individual work to UNCC mission Ensure employees provide input and

receive performance feedback continually Identify and implement opportunities for

employee development and discussion of career objectives

Provide policy consistency

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Timeline: March 1 – February 28

Performance Review

Preparation

Performance Review

PreparationEmployee Performing

WorkPlan

Preparation

WorkPlan

Preparation

Mar Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb

Interim ReviewInterim Review

Ongoing Feedback

Ongoing Feedback

Within first 30 days in the job

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3 Stages of the VIP Process

Plan

• 3-5 SMART Goals to consistently meet and occasionally exceed the defined job expectations and measurements

Feedback

• Balanced• 2-way• Dynamic

Evaluate

• Quantitative• Qualitative• Documented

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Stage 1

Work Plan

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Work Plan Components in NinerTalent

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Plan: SMART Goals in 3 Areas

1. Performanc

e

2. Behaviors

3. Career Developme

nt

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Progress Notes

Enable you and employees to keep track of ongoing feedback.

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History

Enables you and employees to see who has done what, and when.

3-5 SMART Goals

Specific action and expectation

Measurable result

Agreed-Upon

Relevancy to the organization

Time-bound for completion

S

M

A

R

T

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Preparation for SMART Goal Setting

Who

What

When

When

Where

Why

How

Employee and Manager

Action must be done?

Frequency of measure

Due/Demonstrated

Niner Talent

Does it matters to

UNCC?

Well must it be done?

S

M

A

R

T

S

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Why Relevance Matters

Employees who have a sense of meaningfulness and of progress are: more engaged, perform well, and are more intrinsically motivated.

Hyperlink to TED Talk with Barry Schwartz on Why We Work

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Relevance at UNC Charlotte

UNCC Strategic

Plan

Division

Goals

Dept. Missio

n

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UNC Charlotte Strategic Plan

Institutional Plan

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Guided Practice

Write a SMART Goal using the following: Administrative Support Assistant Class

Spec UNC Charlotte Institutional Plan SMART Goal Setting Worksheet

The duty in question: Answer students questions

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SMART Goal Example

Contribute to “enhancing the quality of campus life and the collegiate experience for students, and helping the university achieve 32.2% enrollment growth by 2018” daily in the following ways:

Demonstrate friendliness by greeting students with a smile and eye contact as soon as they arrive.

Accurately identify/recognize and provide answers to student’s questions/problems.

Provide customer service by effectively communicating standard services, processes, and procedures using prescribed or established guidelines.

When non-standard questions/problems arise, direct students to the appropriate source for problem resolution by seeking information or advice from higher levels. Share as much information with the student as possible to resolve their issue. [For example, make calls or look up information on the web to find the answer; write down the name and number of the person/department that can help, and give it to the student along with a campus map/directions.]

Always ask, “Is there anything else I can assist you with today?”

Performance will be measured by periodic observation.

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Table Group Practice

Scenario: Your ASA says he wants to gain stronger program knowledge because his ultimate career ambition is to be the Dean of Students.

Using the tools below, work together as a table group to write a SMART Goal for developing his program knowledge: ASA Class Spec SMART Goals Setting Worksheet

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Stage 2

Feedback

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Evaluation Components in NinerTalent

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Feedback Myth Buster

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Balanced

S/T – situation or task

A – action taken R – result

S/T – situation or task

A – action taken R - result AA – alternative

action AR – alternative

result

PositiveOpportunity for Improvement

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Guided Practice

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Table Group Practice

STAR: Your ASA recently went above and beyond your expectations to track down the answer to an unusually complicated question for a student. You noticed that he followed up with the student to share the answer later that same day. And, he took the initiative to send an email to the rest of your team to share what he’d learned.

STAR-AR: Your ASA is not consistently meeting your expectations. You have observed on several occasions that he is on his smart phone when students approach him with questions.

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Two-Way

Start Stop Continue Observable

Behavior

Expectations

Competency Motivation

Resources

Systems

ProcessesCulture

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Dynamic

What happens to the Work Plan when team member(s): Are out on FMLA, Leave the department, Funding is cut, or Organizational priorities shift?

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Stage 3

Evaluation

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How Will You Document Performance?

Self-Assessment begins the Performance Evaluation

360° Feedback Observation plan NinerTalent PM Notes Performance measurement

indicators/standards Quantitative (measurable, objective) Qualitative (descriptive, subjective, difficult

to measure)

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What’s Next for UNCC?

PM Cycle may change Rating scale will change New Statewide goals New University goals Individual Goals Interim Review required New Employees evaluated every 90 days