PERFORMANCEMANAGEMENT

PRE-TEST

WELCOME BACK!WELCOME BACK! Supervisor Essentials

Session ObjectivesParticipants will discuss:

the three phases of the performance management cycle;

the tools and effective methods for providing performance feedback;

the value of on-going communication about performance.

WHAT DO YOU WANT TO TALK ABOUT?

Participant Objectives:

WHAT’S THE POINT?

Performance Management:

Three Participants

Supervisor

Reviewer

Employee

Three Phases

Phase I – Planning

Phase II – Monitoring

Phase III – Evaluation

Phase I – Planning

Timeframe:

Immediately following annual evaluations

Certify PD’s by December 1.

Phase I – Planning

Supervisor Responsibilities:

Seek employee input Update Set development plan Obtain reviewer approval Meet with employee

Phase I – Planning

Reviewer Responsibilities:

Review and approve PD

Phase II Monitoring

Timeframe

On-going year-round

Phase II Monitoring

Supervisor Responsibilities

Observe performance and document Provide regular on-going feedback Document exceptional or below

contributor performance in particular Document PD changes Provide interim performance reviews

Phase II Monitoring

Reviewer Responsibilities

Review and approve any changes to PD Monitor employee performance Review and approve any extraordinary

or below contributor performance forms

Phase III –Evaluation

Timeframe

Begins late August Concludes October 25.

Phase III –Evaluation

Supervisor Responsibilities Solicit self-evaluation Enter rating and comment for all Forward to reviewer for approval Meet with employee Submit by deadline

Phase III –Evaluation

Reviewer Responsibilities Review (fair, appropriate comments, consistency

within division) Direct revisions if needed Return timely to supervisor Respond to appeals

Ratings

Contributor - This rating recognizes work that is at or above the performance standards by meeting and achieving the criteria of the job function throughout the performance cycle. Employees at this level are achieving the core responsibilities and performance measures as outlined by the manager.

Extraordinary Contributor - This rating recognizes work that is characterized by exemplary accomplishments throughout the performance cycle and performance that considerably and consistently surpasses the criteria of the job function.

Below Contributor - This rating recognizes job performance that fails to meet the criteria of the job function.

Extraordinary Contributor

What does “extraordinary”

look like?

SMART Goals

Specific – Measurable – Attainable – Relevant – Time-Framed

During the performance cycle when do we:

Involve the employee?Communicate verbally?Communicate in writing?Provide performance feedback?Keep documentation?

Performance Management

CCC

WHY COLLABORATE?

Builds trust and effective communication Helps employees take “ownership” of

work, problems, successes Eliminates surprises It’s practical! Employee and supervisor

need to know and agree on expectations, needed results, barriers, training needs, stress factors, etc.

LET’S DISCUSS:

WHAT’S THE DIFFERENCE?

PERFORMANCE

BEHAVIOR

Resolving Differences

CollaborativelyTime-out

Active listeningFocus

Once resolved, forget it and move

on

Tools

Daily conversationsWeekly check-inRegular meetings (individual & team)

Training opportunitiesRecognition programsCustomer feedbackEmail – summarizing, recapping, complimenting!

Tools

Position DescriptionWork auditsInspectionsVerbal feedbackSupervisory notesInterim EvaluationsAnnual Evaluations

Tools

Probationary Progress Review Counseling MemoNotice of Substandard Performance-Improvement Needed

Acknowledgement of Extraordinary Contribution

Written Notice (formal discipline)

Application

Session Wrap UpPost-Test

Feedback Forms

Thanks for your participation!