Performance Management Process

1. Performance Management Process

2. Guidelines • Check Job description for accuracy. • Ensure expectations are mutually understood. • Keep notes and other documentation. • Review progress frequently.

3. Guidelines • Provide ongoing feedback. • Observe performance. • Be prepared for performance review discussion.

4. Set Goals Based on Job Requirements • Realistic • Measurable • Observable • Challenging • Prioritized

5. Document Performance • Be objective. • Include all employees. • Provide complete and accurate information. • Document regularly.

6. Include Employee Input on… • Goal setting • Designing action plans • Identifying strengths and weaknesses

7. Focus on the Outcome • Tackle contentious issues. • Formalize forward planning. • Encourage self-appraisal. • Give positive feedback. • Work collaboratively to set goals. • Encourage professional development.

8. Performance Review Discussion • Formal step in an ongoing dialogue between employee and supervisor • Not a disciplinary or wage review meeting

9. Performance Review Discussion • Provides an opportunity to • air concerns • talk about careers • discuss learning opportunities • set goals • be inspired

10. Be Prepared! • Review previous performance agreements • check the current job description for accuracy. • Review notes about past performance, highlighting positive areas of individual achievement.

11. Create an Atmosphere of Trust and Respect • Give plenty of notice. • Invite them to the interview yourself. • Meet in a neutral environment.

12. Create an Atmosphere of Trust and Respect • Allow ample time; show your team member that you take this meeting seriously. • Close the door to ensure privacy. • Don’t take phone calls or allow interruptions.

13. Create an Atmosphere of Trust and Respect • Use positive body language. • Start with a positive contribution. • No surprises or bombshells!

14. When Giving Feedback • Be sincere. • Be specific. • Make it personal. • Be open to detail.

15. Potential Bias • Central tendency • Leniency • Strict • Halo effect • Horn effect

16. Potential Bias • Recency • Similar to me • Comparison/contrast • First impressions • Length of service

17. Stay on Track • Avoid wage and salary reviews. • Address one specific issue or activity at a time. • State your observations clearly and calmly. • Avoid sounding accusatory.

18. Listen • Try to see their perspective. • Resist the urge to speak yourself. • Reflect before responding. • Show interest and encouragement. • Summarize the discussion.

19. Use Empathy, Not Sympathy • Empathy - the ability to put yourself in someone else’s shoes to understand the situation. • Sympathy - sharing the situation, embracing any problems and making them your own.

20. Learning Opportunities • See weaknesses as opportunities to learn • Set goals and agree on desired outcomes. • Visualize success with specific, measurable goals. • Collaborate. • Include a realistic schedule and budget.

21. Wrapping Up • Build consensus between both parties. • Reinforce your commitment to their continued success. • Sign documents – no further changes should be made without the consent of both parties. • Signature of employee does not imply agreement.

22. Performance Management and AppraisalAdapted from materials by Business Legal Reports by: Deborah GausvikEmployee Relations CoordinatorUniversity of GeorgiaCollege of Agricultural and Environmental Sciences