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Performance Management: Position Descriptions, Expectations, and Reviews

Learn the essential components of well-written job descriptions, develop effective performance expectations, and conduct productive review meetings.

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Performance Management: Position Descriptions, Expectations, and Reviews

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  1. WSU Training for Supervisors Position Descriptions, Expectations, and Annual Reviews September 2016

  2. Today’s Learning Objectives • Describe the three “Building Blocks” of performance management • Define the components of well-written job descriptions • Identify the essential functions of a sample job description • Develop effective performance expectations • Describe the phases of productive review meetings

  3. Building Blocks of Performance Management

  4. Building Block One – Position Descriptions Those who report to me clearly understand their roles.

  5. Employee • Supervisor Advantages of Position Descriptions Communication

  6. Position Description Defined • A statement of principal duties and functions. • A summary of scope of authority and responsibility. • Specific to the needs of the department (Not to the employee)

  7. Position Descriptions – Nuts and Bolts

  8. Small Group Activity Using the sample Job Description provided, identify: • Essential job duties of the position • Non-essential duties • Required (minimum) qualifications • Preferred qualifications

  9. Position Descriptions - Classification Civil ServiceMust be consistent with the State Department of Enterprise Services Class Specifications for the classification. Administrative ProfessionalMust comply with the State of Washington exemption definitions RCW 41.06.070 and WSU Benchmarks.

  10. Building Blocks of Performance Management • Performance Expectations

  11. Building Block Two – Performance Expectations Those who report to me understand that success in their positions requires:

  12. Performance Expectations A statement of the result an individual employee will achieve when he/she is doing a job satisfactorily. position description =“what” performance expectations = “how well”

  13. Expectation Criteria

  14. Performance Expectation Categories • Expectations for Civil Service employees must include: • Unsatisfactory • Needs improvement • Satisfactory/meets expectations • Outstanding performance • Exceeds expectations • It is recommended that AP employees also have performance expectations.

  15. Writing Performance Expectations Return tothe sample job description used in the previous activity. In your small group, write 2-3 performance expectations related to the position.

  16. Performance Expectations Consistent Realistically attainable Legally defensible Valid Free of bias In compliance with applicable laws, regulations, WSU policy and procedures

  17. Building Blocks of Performance Management • Performance Reviews

  18. Building Block Three – Performance Reviews Those who report to me receive constructive and corrective feedback from me throughout the year.

  19. Preparing for the Performance Review • Prepare throughout the year • Know your EE Categories and performance expectations • Keep and review notes, goals, accomplishments • Know what official forms and processes to use • Understand / Identify criteria and ratings

  20. Evaluation Policies

  21. “Wow, I’m so excited for my performance review today!” - Said by no one . . . ever

  22. Performance Review Meetings

  23. Performance Review Reminders • No surprises • CS employees may appeal • alleged irregularities in forms and/or procedures, not content • Written Rebuttal • Employee signature: • indicates receipt of review – not agreement

  24. Performance Review Pitfalls

  25. Preparing for Next Year • Periodically review goals • Monitor progress in removing deficiencies • For growth and development • Encourage employee • Provide an environment that allows for success

  26. PositionDescriptions Summary • Performance Expectations Building Blocks of Performance Management • Current and accurate position description and performance expectations • Lead to useful and valid performance reviews. • Performance Reviews

  27. Resources • BPPM 60.55 • WAC 357.37 • Collective Bargaining Unit Agreements • Administrative Professional Handbook • Faculty Manual • Visit HRS’s web site to access a sample of Performance Expectations. • Go to www.hrs.wsu.edu, and click onManager/ Classification-Compensation • Online Position Description System • www.wsujobs.com/hr • HRS– www.hrs.wsu.edu • Questions can be directed to HRS at 335-4521, or hrs@wsu.edu

  28. This has been a WSU Training Videoconference If you attended this live training session and wish to have your attendance documented in your training history, please notify Human Resource Services within 24 hours of today's date: hrstraining@wsu.edu

  29. Facilitate communication Performance Review Reminders Planning for Growth • Talking points • Encourage input and participation • Summarize improvement plan(s) and/or goals

  30. Assign and monitor employee training: hrs.wsu.edu/skillsoft

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