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four steps to performance management

step three mid-year check-in review admin + presentation 2/2012

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What are the Mid-year Check-ins?

documented meetings what’s workingwhat’s not how to adjust to move forward

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Why are the Mid-year Check-ins important?

coach, guide, and develop through PM verbal and written recognition of accomplishmentsalign expectations and behaviors with

strategic themesexpectationsUniversity values

adjust plans as necessaryconsider further supportdocument performance for business purposes

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What are the main steps?

collect relevant performance informationmeet to discuss results document progressadjust plans sign document

copy to employeecopy to supervisor original to OSUL HR

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What are the main steps?

deadline is the end of Marchwe’re very busyone of the most important things as a supervisor

part of your expectationspart of your review

materials on our intranet

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Supervisor Direct Report

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Major Position Responsibilities

managing HR office supervision employee relations recruitment performance management

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Document Areas of Excellence and Improvement Major Position Responsibilities Review the performance of the established major position responsibilities from Step One. Consider “the how” or University Values. Discuss and note areas of excellence and areas for improvement. Excellence: • Managing overall functions of the HR office• Creating an atmosphere of openness and trust• Improving the search process – routine skype interviews

and assessment of cultural fit Areas for improvement: • Need to complete the performance management, step 3

process for direct reports to comply with internal guidelines and better provide feedback to your direct reports

• Make sure to utilize the expertise of resources across campus to assist in policy interpretation, especially when it comes to ER for better outcomes

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Performance Goals

new performance management process new employee orientation

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Document

Performance Goals Review the performance goals that were outlined during the performance planning meeting. Consider “the how” or University Values. Discuss any obstacles, additional resources and note progress. On target: Performance management process

Areas to adjust: hire editing and online specialist to assist in the finalization of orientation materials and to put the appropriate materials online

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Professional Goals

PHR recertification GL and personnel budgets

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Document

Professional Development Goals Review the professional development goals that were outlined during the performance planning meeting. Consider “the how” or University Values. Discuss any obstacles, additional resources and note progress. Goal met: PHR recertification

On target: better understanding personnel budgets and overall budget impact

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Resources

https://portal.lib.ohio-state.edu/intranet/display/Performanc