performance management 2013-2014 spring 2014 1. shared responsibility performance management cycle...
TRANSCRIPT
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Performance Management 2013-2014
Spring 2014
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Shared Responsibility
Performance Management Cycle
Gonzaga’s Performance Review Process
Coming Attraction
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Session Agenda
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Shared Responsibility
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Shared Responsibility Establish clarity on job expectations,
position description and duties
On-going communication Regular meetings Weekly email updates Project status reports
Document year-round
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Performance Coaching
•Give effective feedback
•Recognize area of development
•Coach for better performance
•Document
Annual Performance Review
•GU Performance Review
•Mistakes to Avoid
•Behavior Based Statements
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Setting Goals & Expectations•Define job criteria by which performance will be measured based on job description
•Communicate expectations
•Rework objectives or performance standards, if necessary
•Establish goals and objectives
Performance Management Cycle
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Goal Statements
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Strategically aligned
Objective in measurement
SMART formula(Specific, Measurable, Agreed upon,
Relevant, Timed)
May be necessary to revise or eliminate certain goals
Objectives may change based on the organization’s needs
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Performance Coaching
•Give effective feedback
•Recognize area of development
•Coach for better performance
•Document
Annual Performance Review
•GU Performance Review
•Mistakes to Avoid
•Behavior Based Statements
1
23
Setting Goals & Expectations•Define job criteria by which performance will be measured based on job description
•Establish goals and objectives
•Communicate expectations
•Rework objectives or performance standards, if necessary
Performance Management Cycle
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Setting Goals & Expectations
•Define job criteria by which performance will be measured based on job description•Establish goals and objectives•Communicate expectations
•Rework objectives or performance standards, if necessary
Performance Coaching
•Define coaching
•Give effective feedback
•Recognize area of development
•Coach for better performance
•Document
Annual Performance Review
•GU Performance Review
•Mistakes to Avoid
•Behavior Based Statements
1
23
Performance Management Cycle
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Performance Review Process
Utilize DataSet Time and
PlaceReview JobDescription
Manager:Preparing for theAnnual Review
Take Ownershipto Enhance
Performance
Be Prepared toDiscuss Specific
Examples
CompleteSelf-Review
Employee:Preparing for theAnnual Review
Define ClearAction Steps
Provide SpecificExamples
Set the ToneManager:
Conducting theAnnual Review
Share your PlansAsk Clarifying
QuestionsAsk for Feedback
Employee:Participating in the
Annual Review
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Performance Review Process
Complete by first week of July
Manager forwards to dept. head, dean, or area vice president for signature
Send original to HR
Give copy to employee
Manager to conduct on-going performance discussions
Any employee concern regarding their review should be addressed within their area vice president division
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Overview document – performance management philosophy, timeline, guidelines and annual review rating definitions
Employee self-review document - contains self
assessment and employee goals Include any specific job criteria added to the
review
Annual performance review document - performance and behavior criteria
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GU Performance Review Packet
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Launch an on-line staff performance management system through PeopleAdmin – university’s talent management solution
University wide training to begin August 2014
Look for announcements in Morning Mail and on the HR website under Performance Management
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Performance Management Coming Attractions
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Upcoming Trainings:
Resolving Conflict: July 11th
http://www.gonzaga.edu/gutraining
Performance Management PowerPoint, Self Reviews and Review Forms are located at:
http://www.gonzaga.edu/hr
Next Steps
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Questions?