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Performance Management 2012

Performance Management 2012. 04.04.12. Session Agenda. Shared Responsibility Performance Management Cycle Gonzaga’s Performance Review Process. Shared Responsibility. Shared Responsibility. Establish clarity on job expectations, job description and duties On-going communication

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Performance Management 2012

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  1. Performance Management 2012 04.04.12

  2. Session Agenda • Shared Responsibility • Performance Management Cycle • Gonzaga’s Performance Review Process

  3. Shared Responsibility

  4. Shared Responsibility • Establish clarity on job expectations, job description and duties • On-going communication • Regular meetings • Weekly email updates • Project status reports • Document year-round

  5. Performance Management Cycle 1 • 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 3 2 • Annual Performance Review • GU Performance Review • Mistakes to Avoid • Behavior Based Statements • Performance Coaching • Give effective feedback • Recognize area of development • Coach for better performance • Document

  6. Goal Statements • 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

  7. Performance Management Cycle 1 • 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 3 2 • Annual Performance Review • GU Performance Review • Mistakes to Avoid • Behavior Based Statements • Performance Coaching • Give effective feedback • Recognize area of development • Coach for better performance • Document

  8. Performance Management Cycle 1 • 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 2 3 • 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

  9. Performance Review Process

  10. 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

  11. GU Performance Review Packet • Overview document - compensation philosophy, 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

  12. Next Steps Upcoming Trainings: • Giving and Receiving Feedback • Improving Time-Management & Organization • Resolving Conflict http://www.gonzaga.edu/gutraining Performance Management PowerPoint, Self Reviews and Review Forms are located at: http://www.gonzaga.edu/hr

  13. Questions?

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