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Performance Management: Focus on Performance Appraisals

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... and reward behaviors aligned with organizational mission and goals To reach organizational mission and goals What do Employees Expect? Clear expectations ... – PowerPoint PPT presentation

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Title: Performance Management: Focus on Performance Appraisals


1
Performance Management Focus on Performance
Appraisals
facilitated by Aaron Greenberg and Maureen
Simunek-Appelt Office of Human Resources
Nova Southeastern University
2
Course Objectives
  • After completing this workshop, the learner will
    be able to
  • Understand NSUs performance rating scale
  • Fill out a Performance Appraisal Form
  • Conduct meaningful performance appraisal
    discussions
  • Be prepared for some common challenges of the
    appraisal process
  • Set effective goals with employees

3
Your Experience
  • Think about your last review
  • What thoughts come to mind?
  • What went right, what went wrong?

4
Performance Management
  • An iterative process of goal-setting,
    communication, observation and evaluation to
    support, retain and develop exceptional employees
    for organizational success.

5
Why Manage Performance?
  • To reach organizational mission and goals
  • Encourage and reward behaviors aligned with
    organizational mission and goals
  • Curb or redirect non-productive activities

6
What do Employees Expect?
  • Clear expectations
  • Positive/constructive feedback on a regular basis
  • Involvement in goal setting
  • Be treated fairly and consistently
  • Sharing of information and resources
  • Job/career enrichment opportunities

7
Planning for the Process
  • Review employees job description
  • Understand the performance measurement system
  • Review notes from the year
  • Understand employee expectations

8
Types of Appraisal Forms
  • Exempt
  • Exempt Managerial
  • Non-Exempt
  • Senior Administrator
  • Forms are available online at
  • http//www.nova.edu/cwis/hrd/ohrforms.html

9
Rating Scale
  • 4 - Excellent (Exceeds Standards)
  • 3 - Good (Fully Meets Standards)
  • 2 Acceptable (Usually Meets Standards)
  • 1 Unsatisfactory (Fails to Meet Standards)

10
Excellent (Exceeds Standards)
  • Clearly considered to be exceptional performers.
  • Consistently exceed the communicated expectations
    of the job function, responsibility or goal.
  • Demonstrate unique understanding of work beyond
    assigned area of responsibility.
  • Identify needs and provide unique, innovative and
    workable solutions to problems. 
  • Achievements and abilities are obvious to
    subordinates, peers, managers and customers.

11
Good (Fully Meets Standards)
  • These employees are on track and fully achieve
    expectations.
  • Independently and competently perform all aspects
    of the job function, responsibility, or goal.
  • Performance consistently meets the requirements,
    standards, or objectives of the job.
  • Occasionally exceeds requirements.
  • Recognizes, participates in, and adjusts to
    changing situations and work assignments.

12
Acceptable (Usually Meets Standards)
  • Generally meet expectations required for the
    position.
  • Competently perform most aspects of the job
    function, responsibility or goal.
  • May require improvement in one or two areas of
    consistent weakness.
  • Employee requires coaching in a weak area or may
    need additional resources or training to meet
    expectations.

13
Unsatisfactory (Fails to Meet Standards)
  • Employees with this rating fail to satisfactorily
    perform most aspects of the position (or
    function).
  • Performance levels are below established
    requirements for the job.
  • Employee requires close guidance and direction in
    order to perform routine job duties.
  • Performance may impede the work of others and the
    unit.
  • A performance improvement plan must be submitted
    to OHR.

14
Scheduling the Meeting
  • Notice
  • Location
  • Self-evaluation
  • Appropriate form
  • Comments
  • Supervisory approval

15
Filling out the Form
  • Review notes
  • Behaviors vs. value judgments
  • Align categories on form with employees job
    responsibilities
  • Optional categories
  • Set goals

16
Setting Effective Goals
  • Quick Tips
  • S.M.A.R.T. Goals
  • Specific
  • Measurable
  • Achievable/Agreed Upon
  • Relevant
  • Time-bound
  • Aligned
  • Adjustable

17
Common Mistakes
  • Labeling
  • Recency
  • Central Tendency
  • Leniency
  • Horns/Halo Effect
  • Constancy
  • Similarity

18
Performance Appraisal Practice
  • Review Performance Appraisal for items that are
  • Under-rated
  • Over-rated
  • Poorly stated
  • Refer to employee background
  • Rewrite Performance Appraisal using tools
    reviewed today
  • Make sure to fill out the form completely
    including the Goals section

19
Common Performance Appraisal Challenges
20
Conducting the Meeting
  • Review rating system
  • Discuss employees self review
  • Let employee talk
  • Be aware of all three parts of the messages you
    send
  • Words
  • Tone
  • Body Language
  • Stay focused on performance

21
Dates to Remember
  • Appraisals due to your HR contact before May 1,
    2009
  • Review form with HR contact before meeting with
    employee
  • No reclassifications between April 1 and July 31,
    2009
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