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Performance Management

This session aims to provide an understanding of performance management, its benefits, the performance plan and appraisal process, and the importance of career ladders. It discusses the benefits for both employees and supervisors and how performance management contributes to organizational success.

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Performance Management

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  1. Performance Management Joanne Kadado AUBMC – Human Resources

  2. Goals of the session • Understanding Performance Management • Benefits of Performance Management • Understanding the Performance Plan • Understanding Performance Appraisal / Review • Career Ladders

  3. Performance Management

  4. Benefits of Performance Management • For employees: • Continuous feedback on their performance • Understand the supervisor’s expectations • Learn how to improve deficiencies and get praise for their good work • Seek to achieve results in meeting organizational goals and standards • Identify strategies for working toward career goals • Identify professional development opportunities • For supervisors: • Establish a climate for success • Build positive working relationships with employees • Communicate expectations while reinforcing positive behavior • Provide frequent coaching and feedback • Document and assess employee strengths and weaknesses in order to plan and organize work accordingly • Identify training needs and develop employee’s skills and abilities • Recognize outstanding performance and manage poor performance • Address problem areas and develop solutions to improve efficiency of unit as well as team

  5. Benefits of Performance Management • For AUBMC: • Reinforce organizational values and foster a positive organizational culture • Inspires employee commitment and improves employee satisfaction, morale and retention • Maximize contributions of employees • Establish accountability for supervisors and employees • Identify high-potential employees- succession planning and promotions • Promote organizational change and development • Identify concerns or problems

  6. Performance Plan • Planning is a way of communicating performance expectations divided into three sections: • Goals (Be SMART) • Standards • Competencies • It is a useful tool in recording and maintaining your success, as well as bringing deficiencies to your attention.

  7. Step1 . Goals • Supervisor and employee work together to establish annual performance goals • Be SMART when setting goals: • Specific goals • Measurable goals • Action-Oriented / Attainable goals • Realistic goals • Time-Oriented goals • The Company or Department goals are generated on the system, the individual goal you choose will have to be linked to one of them. • Samples of individual goals that are linked to organization goals: • We will increase transfer admissions by 12% over last year • We will conduct department meetings once per month with a published agenda so that employees can come prepared to offer input on meeting topics • We will complete customer service training by April 15

  8. Step 2. Standards • A performance standard describes, in measurable terms, the results that indicate that an employee in the position has properly performed the particular essential function. • Quality • Quantity • Timeliness • Accuracy • Documentation • You can choose between 5 – 7 standards that are linked to the employee job profile and that fall under specific Task Groups.

  9. Step 3. Competencies • Competencies are skills that are essential to the performance of a position. • You can choose between 5 – 7 competencies that are linked to the employee job profile and that fall under specific Task Groups.

  10. Performance Appraisal • The performance appraisal measures employee performance against the goals, standards and competencies in an employee’s performance plan and assigns a summary rating of record. • There are 2 types of appraisals: • Probationary Appraisal (After 3 months on the job) • Yearly Appraisal

  11. Performance Review Work Flow

  12. RATING • Rate each individual as per below scale: • Significantly and consistently exceeds expectations / Significantly and consistently exceeds standards • Excels / Exceeds standards • Proficient / Meets standards • Needs Improvement • Unsatisfactory / Fails to meet standards

  13. Career ladders • What is a Career Ladder: It is a structured sequence of job positions through which a person progresses in an organization. • What are the factors of a Career Ladder: 1- Competencies 2- Standards 3- Goals 4- Performance 5- Recommendation of Supervisor

  14. Career Ladders at AUBMC • Personnel Assistant • Social Worker • Audiology • Perfusionist • Cardiac Sonographers • Pharmacists • Medical Records Transcriptionist • Medical Records Coders • Biomedical Electronics Technicians • Cardiac/EP Technicians • Radiation Therapists • Anesthesia Technicians • Inhalation Therapy • Audiology • Inpatient Nurses • Medical Lab Technicians • Radiographers • Quality • Physical Therapy • Dosimetry • Medical Physicist • Plant Engineering • Storekeepers • Endoscopy Technicians

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