Performance Management

Self Assessment Allows employees to:

-Describe results (both successes and disappointments) for the year. -Rate themselves against competencies or other key assessment traits. - Summarize their performance. -Give themselves an overall performance rating for the year.

Organizational Behavior Modification

A plan for managing the behavior of employees through a formal system of feedback and reinforcement

Performance Review

A procedure that evaluates the work and accomplishment of an employee and provides feedback on performance.

Management by Objectives (MBO)

A system in which people at each level of the organization set goals in a process that flows from top to bottom, so employees at all levels are contributing to the organization's overall goals; these goals become the standards for evaluating each employees performance

Behavioral Observation Scale (BOS)

A variation of a BARS which uses all behaviors necessary for effective performance to rate performance at a task

Rewards System

Certain types of behaviors are rewarded or ignored for the culture

Good Accountabilities

Grounded in, and clearly aligned with, the strategic agenda and objectives for each business and/or function as much as possible. "Stretch" but achievable. Limited in number (e.g., no more than 8-10), including a focus on self- development. Aligned with those of your Manager and other members of his/her team. Developed using tools and templates for enterprise-wide consistency. SMART (Specific, Measurable, Attainable, Relevant, Time-Based). Reviewed on a quarterly basis at all levels of the organization.

Performance

How well a task is completed

360-Degree Feedback

Individuals compare perceptions of their own performance with behaviorally specific (and usually anonymous) performance information from their manager, subordinates, and peers.

Feedback

Information about individual or collective performance shared with those in a position to improve the situation

Simpe Ranking

Method of performance management that requires managers to rank employees in their group from highest performer to the poorest performer.

Forced-distribution Method

Method of performance measurement that assigns a certain percentage of employees to each category in a set of categories

Paired Comparison Method

Method of performance measurement that compares each employee with each other employee to establish rankings

Mixed standard scales

Method of performance measurement that used several statements describing each trait to produce a final score for that trait

Self Assessment

Provides employees a "say" in their performance review. Helps provide a more "realistic" perspective on performance. May provide the Manager with information he/she wasn't aware of. Generally leads to a more effective performance discussion.

Steps in the Performance Management Process

Step 1 - Define performance outcomes for company division and department Step 2 - Develop employee goals, behavior, and actions to achieve outcomes Step 3 - Provide support and ongoing performance discussions Step 4 - Evaluate performance Step 5 - Identify improvements needed Step 6 - Provide consequences for performance results

Effective performance management system

Step 1: Define Performance Set goal and communicate performance expectations (Setting Accountabilities) Step 2: Monitor & Evaluate Performance (Developmental Review) Step 3: Performance Review Step 4: Provide

Development Review Objectives:

Strengths, relative weaknesses, and development needs and objectives Career interests and work-related areas for which the employee is passionate Career goals, both short-term and longer-term Discussion of potential career planning options (e.g., paths that the employee could take within the organization) Discussion of potential next roles

Evaluating Performance

The process of comparing performance at some point in time to a previously established expectation or goal.

Accountabilities

Those duties on which an employer judges the performance of an employee.

Performance improvement plan

a plan written by the supervisor and agreed to by the employee as a measure for performance improvement; used in termination proceedings if improvement goals are not met

Rating errors

inaccuracies in ratings that may be actual errors or intentional or systematic distortions

Monitoring Performance

means measuring, tracking, or otherwise verifying progress and ultimate outcomes

Calibration Meeting

meeting at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors

Critical Incident Method

method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective

Graphic Rating Scale

method of performance measurement that lists traits and provides a rating scale for each trait; the employer uses the scale to indicate the extent to which an employee displays each trait

Behavioral Anchored Rating Scale

method of performance measurement that rates behavior in terms of a scale showing specific statements of behavior that describe different levels of performance

Performance Goal

targets a specific end result, and a learning goal promotes enhancing your knowledge or skill

Performance Management

the process through which managers ensure that employees' activities and outputs contribute to the organization's goals A set of processes and managerial behaviors that include defining, monitoring, measuring, evaluating, and providing consequences for performance expectations