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Performance & Development Planning

Performance & Development Planning. Human Resource Services December 2010. PDPs will be due Friday, February 28 th , 2011 You now have access to the employee’s past three years of PDPs, regardless of their previous department on campus

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Performance & Development Planning

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  1. Performance & Development Planning Human Resource Services December 2010

  2. PDPs will be due Friday, February 28th, 2011 You now have access to the employee’s past three years of PDPs, regardless of their previous department on campus PDP started by one supervisor will not be lost if an employee is transferred to a new supervisor Some versions of Internet Explorer will not work with the PDP website. Try a different web browser such as Mozilla Firefox Paste from Word What’s Changed?

  3. Option 1: PDP Process Flow 1. Immediate Supervisor write, save, print, discuss update, send 3. Immediate Supervisor send 2. Employee make comments 5. HRS 4. Next Level Supervisor approve

  4. Option 2: PDP Process Flow Supervisor writes PDP (electronic) 2nd Level reviews PDP Supervisor reviews with Employee Supervisor sends PDP to employee Manual Process Manual Process Manual Process Electronic Process Employee adds comments and sends back Supervisor reviews comments 2nd Level approval Electronic Process Electronic Process Electronic Process HRS

  5. BYU Performance & Development System PDP

  6. Review Components • Three main portions of the PDP • Accomplishments, Results, and Application of Values • Ways to Improve Performance • Development Action Plan • Employee’s Comments

  7. Preparing For The Review • Note key performance milestones throughout the year • Keep track of or gather inputs from key internal customers • Ask the employee (written or verbal) for his or her inputs prior to preparing the review • Prepare the review factoring in all the inputs

  8. The Halo Effect Recent Performance Bias Blinders Inference V. Observation Inappropriate Comments Performance Review Pitfalls

  9. Inappropriate Comments • “Does a good job for his age” • “Performing better since married” • “Get married” • “Lose 30 lbs by June 1st” • “Start considering retirement” • “Go to bed earlier” • “Read the Book of Mormon”

  10. Drafting the Review • Review major responsibilities or performance objectives as they relate to Values • Accomplishments/Results • Ways To Improve Performance • Include comments on Values and other important dimensions

  11. Values - CRITERIA Competency: Striving for excellence and sharpening your skills on a continuous basis Respect for Sacred Resources: Managing resources efficiently and effectively Integrity: Following through on commitments and dealing openly and honestly with others Teamwork: Working well with others within the department or with other departments

  12. Values - CRITERIA Exceeding Customer Expectations: Serving the needs of others beyond what is expected Respect for all Individuals: Treating all individuals as you would like to be treated Innovation: Finding ways to improve products or services or to change the way work is accomplished Accountability: Accepting responsibility, providing regular feedback, and measuring results

  13. Technical Knowledge or Skill Professional Competence or Knowledge Interpersonal Skill Key Experience Needed What Is A Development Need?

  14. Personal Observation Feedback from Others Performance Gaps - Objectives Not Met Instruments or Surveys Changing Job Requirements Needs Expressed by the Employee Development Workshops Determining a Development Need...

  15. Committee assignments – joining or chairing Special projects Taking on new responsibilities Giving presentations Assuming “lead person” responsibilities Representing the manager at meetings Development Options:On the Job

  16. Coaching and one-on-one instruction Working with a mentor Observing or teaming up with experts Development Options:Key Relationships

  17. Courses and workshops Self instructional materials Continuing education classes Development Options:Training

  18. Books, articles, and journals Researching information and materials Asking questions and seeking information from resource people Development Options:Self Development

  19. Writing the Development Plan • Focus on one or two development objectives: What knowledge, skills or additional experience would benefit the employee in his or her job? • Include areas for improvement or development • Detail how the employee will develop each new skill or knowledge area • Include on the job responsibilities, mentoring or coaching, training, or self-development

  20. Specific Measurable Achievable Realistic Time-bound

  21. Discussing the Review • Before meeting with employee • First - Review with and get approval from your manager • Meet with the employee - Choose a private place and allow sufficient time • Provide two copies of the review for discussion

  22. Discussing the Review • Go through each section of the review - invite the employee’s comments and questions along the way • Ask the employee for any other suggestions or ideas he or she has on how to develop the skill being discussed • Incorporate the employee’s ideas before you send the review to him or her for comments

  23. Addressing Performance Gaps • Discuss & document all year-long • Prepare for the discussion • Handling reactions: stay focused, specific & objective • No surprises on the PDP • PDP is an employment action – no illegal or inappropriate comments

  24. Complete the Review • Review the Conflict of Time & Interest Policy • Send the PDP to your employee for his or her comments • Complete the process by sending the review on to the next level supervisor for electronic approval

  25. Follow-Up • The approved PDP will automatically be sent to Human Resource Services • You and your employee have a copy of the completed review online for three years

  26. Further Training If you would like more training focused on providing you with some tools that will help you more easily document and discuss performance concerns in the PDP process, Contact your Area HR Consultant: • Denise Haney 422-6877 • Wade Ashton 422-1962 • Marden Clark 422-6802

  27. PDP Process Flow Supervisor writes PDP (electronic) 2nd Level reviews PDP Supervisor reviews with Employee Supervisor sends PDP to employee Manual Process Manual Process Manual Process Electronic Process Employee adds comments and sends back Supervisor reviews comments 2nd Level approval Electronic Process Electronic Process Electronic Process Actual site: pdp.byu.edu Practice site: pdp.byu.edu/training HRS

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