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Performance Management Process (PMP)

Performance Management Process (PMP). A comprehensive approach to managing effective performance. Training Agenda and Objectives. Overview Goal-Setting Assessing Performance Delivering Feedback Creating an Individual Development Plan Talent Discussion Close.

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Performance Management Process (PMP)

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  1. Performance Management Process (PMP) A comprehensive approach to managing effective performance

  2. Training Agenda and Objectives • Overview • Goal-Setting • Assessing Performance • Delivering Feedback • Creating an Individual Development Plan • Talent Discussion • Close

  3. Effective Performance Management • A comprehensive process maximizing engagement, development, and performance of all employees in the employment lifecycle by: • Proactively focusing on employee development, talent and succession management • Aligning employee work to department goals and objectives (line of sight), defining and communicating performance expectations regularly • Linking performance to compensation, recognition, and rewards • Remaining flexible, efficient, measurable, fair, and transparent

  4. Planning Establish unit strategy & goals Align goals of employee & unit Determine performance level criteria Components of Cornell’s PMP Coaching Coaching Assessment On-going feedback Annual PD Talent Discussion (Criteria) Career Development Create Individual Development Plan (IDP) Utilize rotations and on-campus and off-campus training Talent Discussion (Development) University MissionUnit Values and GoalsDepartment GoalsIndividual Goals Recognition Correlate SIP and performance Correlate promotions and bonuses Utilize low-cost, no-cost ideas Coaching Coaching

  5. PMP Tools: • Performance Dialogue (PD) • Individual Goal Alignment worksheet • Individual Development Plan (IDP) • PMP Instruction Sheet • Supervisor e-mail requesting feedback • Performance Dialogue Definitions page • Rating Scale and Definitions form • Performance Level Matrix (Skills for Success) • Talent Management Matrix

  6. Planning Establish unit strategy & goals Align goals of employee & unit Determine performance level criteria Components of Cornell’s PMP Coaching Coaching Assessment On-going feedback Annual PD Talent Discussion (Criteria) Career Development Create Individual Development Plan (IDP) Utilize rotations and on-campus and off-campus training Talent Discussion (Development) University MissionUnit Values and GoalsDepartment GoalsIndividual Goals Recognition Correlate SIP and performance Correlate promotions and bonuses Utilize low-cost, no-cost ideas Coaching Coaching

  7. Planning Developing Goals • SMART Goal Model • Specific • Measureable • Accountable • Realistic • Time-bound

  8. Planning Goal Template

  9. Planning Goal Template

  10. Planning Goal Alignment Activity • Develop one of your own work goals • Make sure it follows the SMART goal model • Tie the goal back to department and unit goals • Share your goal with a partner

  11. Components of Cornell’s PMP Planning Establish unit strategy & goals Align goals of employee & unit Determine performance level criteria Coaching Coaching Assessment On-going feedback Annual PD Career Development Create Individual Development Plan (IDP) Utilize rotations and on-campus and off-campus training Talent Discussion (Development) University MissionUnit Values and GoalsDepartment GoalsIndividual Goals Coaching Recognition Correlate SIP and performance Correlate promotions and bonuses Utilize low-cost, no-cost ideas Coaching

  12. Criteria for Performance Ratings Assessment

  13. Assessment Example

  14. Assessment Example

  15. Generalizations vs. Behaviors Attitude. Jose has a positive attitude. Others really enjoy working with him. He always accepts new assignments –even things that are not included on his job description. He is a real pleasure to have on my team. Jose always demonstrates a positive attitude – which makes others want to work with him. Recently he and a few other members of the team were assigned to the office move project – which was one of many assignments he willing accepted this year. He came to every meeting, was willing to take and distribute minutes for the rest of the team and personally walked around the new floor plan to every member of the team to discuss their needs in the new space. Not only was he integral in creating the new plan, but he really helped to convert others from being extremely negative about the move to being very supportive because of his upbeat nature, and keen listening skills. This is just one of several examples I could mention. Assessment Example

  16. Assessment Activity • Complete your PD: • Rate yourself on all categories of the PD using: 1) Performance Level Matrix 2) Talent Management Matrix • Note at least one thing you want to improve Assessment

  17. Delivering Feedback • Conducting a Performance Dialogue Meeting • What’s in it for you? • Modeling • Activity Assessment

  18. Components of Cornell’s PMP Planning Establish unit strategy & goals Align goals of employee & unit Determine performance level criteria Coaching Coaching Assessment On-going feedback Annual PD Career Development Individual Development Plan (IDP) Rotations, training, internships Talent Discussions University MissionUnit Values and GoalsDepartment GoalsIndividual Goals Coaching Recognition Pay for performance Utilize low-cost, no-cost ideas Coaching

  19. The Role of Talent Discussions to Recognition and Career Development • Develop staff • Utilize low-cost, no-cost ideas Recognition

  20. Components of Cornell’s PMP Planning Establish unit strategy & goals Align goals of employee & unit Determine performance level criteria Coaching Coaching Assessment On-going feedback Annual PD Career Development Individual Development Plan Rotations, training, internships, stretch opportunities, committees, etc. Talent Discussions University MissionUnit Values and GoalsDepartment GoalsIndividual Goals Coaching Recognition Correlate SIP and performance Correlate promotions and bonuses Utilize low-cost, no-cost ideas Coaching

  21. Career Development and the role of the Individual Development Plan (IDP) • Use your PD to help you determine what to include in your IDP • When you return from any training, have a conversation with your supervisor about what you learned • Ask your supervisor to help you develop a way to measure the effects of the training Career Development

  22. Individual Development Plan (IDP) Activity • Complete your own IDP Career Development

  23. Talent Discussion • What it is? • Why have talent discussions? Career Development and Recognition

  24. Talent Management Matrix Potential Performance

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