Performance Management
PERFORMANCE MANAGEMENT
Performance not Measured is Performance not Delivered
What is Performance Management
Performance management is a system for managing organisational and individual staff performance and building organisational capacity for the future.
3
Links Emerging from Performance Appraisals
Rewards and Recognition
Performance Bonus
Salary increments
Non financial incentives
Training and Development
Promotions
Poor Performance
Probation
Critical Success Factors
• Proper training of supervisors/managers and employees. • Manager and employee understanding of how the system works and their roles and responsibilities in the process.
• Understanding by all managers and employees that Performance Management and Employee Development System is an on-going performance development process and not just once a year appraisal. 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
Performance Management & Development System
Consistent with the strategic mission
Effectively documents performance
Effective Performance Management System
Beneficial as a development tool
Viewed as fair by employees
Useful as an administrative tool
Is legal and job related
8
Alignment Model
Mission FACULTY
“What”
Organizational Priorities
“How”
Values
SCHOOL OR DEPARTMENT
Your
School/Departmental Priorities
PERSONAL
Your Major Areas of Responsibility and Individual Priorities
Knowledge, Skills and Behaviors
Performance Development Process
Typical Performance
Performance not Measured is Performance not Delivered
What is Performance Management
Performance management is a system for managing organisational and individual staff performance and building organisational capacity for the future.
3
Links Emerging from Performance Appraisals
Rewards and Recognition
Performance Bonus
Salary increments
Non financial incentives
Training and Development
Promotions
Poor Performance
Probation
Critical Success Factors
• Proper training of supervisors/managers and employees. • Manager and employee understanding of how the system works and their roles and responsibilities in the process.
• Understanding by all managers and employees that Performance Management and Employee Development System is an on-going performance development process and not just once a year appraisal. 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
Performance Management & Development System
Consistent with the strategic mission
Effectively documents performance
Effective Performance Management System
Beneficial as a development tool
Viewed as fair by employees
Useful as an administrative tool
Is legal and job related
8
Alignment Model
Mission FACULTY
“What”
Organizational Priorities
“How”
Values
SCHOOL OR DEPARTMENT
Your
School/Departmental Priorities
PERSONAL
Your Major Areas of Responsibility and Individual Priorities
Knowledge, Skills and Behaviors
Performance Development Process
Typical Performance