PAY FOR PERFORMANCE & LEADERSHIP DEVELOPMENT Update on 2016 initiatives, including progress to date and upcoming timeline.
Overview Performance Rollout Plan 7. We are transitioning to a Pay ‐ for ‐ GOAL 1. Performance Strategy utilizing NEOGOV as SETTING SELF the Performance Management tool. EVAL Completed Tasks: 6. A Project Implementation team was established • MGR/EE 2. Closeout 2015 DISCUSSION • MGR Act on the results of the Compensation Study • EVAL To Do: 5. Begin the 2016 Performance process which includes: • COMP & 1. Mid ‐ Year – Self/Manager BUDGET 3. 2. Year end Review – Self/Manager REVIEW 3. Compensation Budget/Calibration SNR MGR 4. Close out discussions with staff. 4. REVIEW Each phase will include a “toolkit” and related training. HR • CALIBRATION This ongoing process will be highly interactive and require full support. 2
Supporting Components 2016 Mid-Year Simple abbreviated process in NEOGOV for the mid ‐ year Completion of an evaluation with the following information: Mid ‐ year Performance Rating • Key Attributes • High Level Development Opportunities • Comments/Summary of performance. • What Due Employee/Manager Ratings July Leadership Review/Calibration Aug
Leadership Development Leadership Development – High ‐ potential leaders identified – Participated in customized leadership through Leadership USF Competencies such as – Serve as advocates and champions for Agency Communication, change management and organizational development initiatives Giving/Receiving Feedback, and Coaching – Cross ‐ functionally share experience and serve as mentors within HART for Success are essential elements of a good pay – Participants are finalizing their capstone for performance system. – Program will be evaluated for success and possibly continued.
Leadership Development Leadership – Cont. • Mid ‐ Level Leadership Course – Operations Training & Development team offered a 3 ‐ day mid ‐ level leadership course for aspiring leaders in the organization. This training was offered through CUTR • Coming soon: – DiSC – In ‐ depth Needs Assessment for 2017 planning
Total Rewards Strategy Career and Environmental Rewards Training/Development • Foundational Rewards Mentor Programs • Base Pay • Career Management • Perquisites • Programs Allowances • Talent Mobility Programs • Retirement • Discretionary Technology • Health Care • Career and Career and Flexible Work Programs • Foundational Foundational Life and Disability • Environmental Environmental Work/Life Programs • Other Welfare Benefits Rewards Rewards • Corporate Social Rewards Rewards • Wellness Initiatives • Responsibility EAP • Well ‐ Being Programs • Voluntary Benefits Total • Discounts/Affinity Programs • Rewards Time Off • Performance ‐ Based Rewards Base Pay Increases (Merit, Performance Based Performance Based Promotion) Rewards Rewards Short ‐ term incentives • Long—term incentive • Recognition • Profit Sharing Plans • Align Align Drive Drive Optimize Optimize Measurement Communication Governance Administration Adapted for HART from Towers Watson Model
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