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Performance Management Goals Training

Performance Management Goals Training. The cycle What ’ s the point? Components Goal Setting Performance Challenges Meeting with Employee Next Steps. The Performance Cycle. What is a manager ’ s role in goal setting?. What is an employee ’ s role in goal setting?.

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Performance Management Goals Training

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  1. Performance Management Goals Training The cycle What’s the point? Components Goal Setting Performance Challenges Meeting with Employee Next Steps

  2. The Performance Cycle

  3. What is a manager’s role in goal setting?

  4. What is an employee’s role in goal setting?

  5. Characteristics of SMART Goals • SPECIFIC – about what is being measured and what is to be achieved. • MEASURABLE & MOTIVATING – well-defined quantitative and/or qualitative terms; a milestone. There needs to be commitment… I will… • ALIGNED – goals should be aligned to an individual’s function and departmental goals. Goals should represent steps towards achieving the overall Observatory goals. • REALISTIC – within the scope of the individual’s responsibilities and resources. • TIME-FRAMED – when the objective must be achieved; unless otherwise stated, the goal must be achieved by or performance review period.

  6. SMART Goal model – example 1 By December 31 2014, I will build a software testing team, as demonstrated by, 4 people being hired, trained and the teams role being communicated By the end of …1.……………, we will…2.………………, as demonstrated by………3……….. 1- The goal date 2- The goal (Specific) 3- How the goal achievement will be assessed ALSO DEFINE WHAT IS MEANT BY MEET EXPECTATIONS AND EXCEEDS EXPECTATIONS Exceeding expectations on this goal is…..

  7. SMART Goals example 2

  8. Blanchard – include details

  9. SMART Goals example 2

  10. Tips for the meeting • Put employee at ease • Discuss the purpose/benefits of the meeting • Guide employee in linking goals/training & development to dept. & observatory goals • Agree on who is responsible for arranging training • Listen to employee’s goals, training & development ideas • Guide employee in linking goals/training & development to dept. & observatory goals

  11. Performance management: Year-round activity & every manager’s responsibility • Maintain open communication channels to ensure that goals continue to be relevant and issues are elevated quickly and resolved expeditiously. • Coach, assist, and/or re-direct employees who request assistance and those who are failing to meet standards. • Promptly address poor performance • Give the employee opportunities to improve – address performance issues early • “Catch” someone doing something good!

  12. Performance management affirmations – creating the future • I trust and respect my staff. • I treat my staff as I would want to be treated. • I make time to focus on developing my management skills. • I act with integrity by regularly addressing employee performance. • I take responsibility and accountability for my actions and hold my staff to the same standard. • I provide a safe working environment for my staff. • What are your ideas?

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