Performance Management Human Resources & Affirmative Action - PDF document

1/19/2016 Performance Management Human Resources & Affirmative Action Lisa Schaufenbuel, PHR, SHRM-CP 715-346-2804 lschaufe@uwsp.edu Agenda • Performance Management • Benefits of Effective Performance Management • Expectations & Goals • Assessing Performance • Provide and Receive Feedback • Develop and Act on a Plan 2 1

1/19/2016 Performance Management Cycle Review Expectations & Goals (Feedback) (Create or Clarify) Assess Performance (Monitor/Track) (Act) 3 Benefits of Effective Performance Management Leadership Benefits Staff Benefits • Improves performance • Clear expectations • Meet or exceed • Wiser decisions University goals • Perform better • Employee engagement • Feel more confident • Retention of staff about contributions • Decreases costs • Growth, development, and potential advancement • Employee engagement 4 2

1/19/2016 Expectations & Goals Expectations Goals • Created by the manager • Created by manager and • Specific tasks or duties staff member shaped by the position • Targets for an employee to description strive for • Help staff determine how • Provide a range of they can meet these performance levels (not expectations met, met, exceeded) 5 SMART Goals • Clearly state what is to be accomplished Specific • Specific action verbs • Indicate how goal will be achieved • Metrics to identify if and when goal is achieved Measurable • Measurement tool examples: Time; Quality; Budget • Challenging yet attainable and within the role’s Achievable control and responsibility • Alignment with the university and department Relevant needs • Experience, skills, and abilities of role • Accomplish the goal within a defined period of Time Based time 6 3

1/19/2016 Assessing Performance Monitor/Track: Tracking measures and frequency Share Results: Mutually discuss 7 Feedback/Review Informal Formal Feedback Feedback • Occurs spontaneously • Occurs in a formal when a discussion is private meeting needed (infrequent) • Addresses a specific • Covers work conducted performance over time: multiple outcome/behavior – what performance events and went right or wrong and discuss goals what to do differently 8 4

1/19/2016 Feedback Tips Leadership Staff Member • Timely • Listen • Specific and behavior • Don’t blame or make based excuses • Corrective (negative) and • Open mind reinforcing (positive) • Think about what you • Give the ‘Why’ control • Keep your emotions in check 9 Feedback Examples • Example 1: – You overhear a staff member helping a student who came in crying, your staff member did an excellent job listening to the student and giving the student next steps to resolve their issue. • Example 2: – A staff member is helping a student and you hear the staff member being gruff, interrupting, and telling the student that the staff member cannot assist them. 10 5

1/19/2016 Developing and Acting on a Plan (Part of Feedback/Review) Develop a Act Plan • Identify if barriers to performance • Staff member: exist • Act on what was agreed upon • Discuss how to remove barriers • Ask questions anytime for • Determine when the next check- clarification in/feedback discussion will be • Leader: • Discuss a timeline for • Remove barriers agreed upon improvement (if applicable) • Check-in with the staff • Agree member • Clarify expectations and solicit questions 11 Performance Management Cycle Review Expectations & Goals (Feedback) (Create or Clarify) Assess Performance (Monitor/Track) (Act) 12 6

1/19/2016 Additional Questions References: Society of Human Resource Management Development Dimensions International 7