1 / 23

Performance Management at UMASS Medical School

Performance Management at UMASS Medical School. Facilitated by: Annie Delaney-Magee Karin Fitch-Urbano Human Resources, Diversity & Inclusion December 2013/January 2014. What Matters?. Align employee to UMMS mission, strategic plan, and operational goals Recognize accomplishments

base
Télécharger la présentation

Performance Management at UMASS Medical School

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Performance Managementat UMASS Medical School Facilitated by: Annie Delaney-Magee Karin Fitch-Urbano Human Resources, Diversity & Inclusion December 2013/January 2014

  2. What Matters? • Align employee to UMMS mission, strategic plan, and operational goals • Recognize accomplishments • Identify problems, guide progress • Set goals • Discuss career advancement

  3. What Else Matters? • All your conversations. • Specific • Fair • Consistent • Clear • Useful

  4. Resources • Performance Appraisal Link • Instructor Led Training • Self-Paced Webinar • UMMS Compensation Tools • Performance Appraisal Forms • Articles • Books • Your HR Business Partner

  5. The Process Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review

  6. The Tools Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review

  7. The Team Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review

  8. More About Getting Input Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review • Consider asking for a self-appraisal: get employee’s input on performance against expectations • Consider informal “360” • Paraphrase as feedback • Use as contributing source (not sole source) • Be careful of “outliers” • Validate Input By: • Seeking, listening to, and clarifying • Discovering specifics • Owning input you intend to use as feedback

  9. This Matters - So Let’s Practice . . . Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review • What sources (not yet mentioned) might also help? • How might you incorporate them? • What can wrong at this stage? • How do you prevent, identify and respond?

  10. More About Writing Your Draft Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review • Think About It • Were expectations clear? • What changes may have prevented or enhanced their ability to meet expectations? • What behaviors and outcomes helped or hindered success? • Streamline • Keep confidential notes • Match comments to rating • Use short meaningful statements, and specific examples • Focus on the work, not the personality • Check Your Work • Are your main points clear? Are your statements appropriate? • Spell check

  11. Ratings Outstanding Exceeds MeetsExceeds Some Meets Mostly MeetsNeeds Some Improvement Needs Improvement Does Not Meet

  12. This Matters - So Let’s Practice . . . Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review • What are some reasons rating someone else so difficult? • What are some tempting mistakes? • What was the most difficult feedback you had to give? • How did you handle it?

  13. Any Role, Any Area, Any Time . . . SELF EFFECTIVNESS KNOWLEDGE OTHERS COLLABORATION LEADERSHIP Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review

  14. More About Talking With Your Employee Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review • What is It? • A conversation with your employeebefore you finalize your PMD Form • How Do I Do It? • Schedule uninterrupted time to meet one on one • Listen carefully to employee’s perspective and reaction • Incorporate feedback from HR supporting clarity and appropriateness, especially for lower ratings

  15. Even More . . . Start Like This Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review • Identify areas of agreement & disagreement • Identify the “critical few” strengths or developmental needs • Tell the whole story (instead of a bit: “You are inflexible”) • Behavior“In working with partners, you often present just one approach to a problem, without considering other approaches.” • Impact“This limits your potential for solving the problem.”

  16. . . . Ask Open-Ended Questions Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review What do you think? What helped you achieve goals this year? What obstacles got in the way? What do you see as your key strengths? What are your key developmental needs? Tell me more about...

  17. . . . Wrap It Up Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review • Clarify Communication Points • Focus on processes, outcomes, and observable behaviors, not personality traits • What do you want them to remember? • Restate areas of agreement and disagreement • End with clarity about next steps and what the employee can expect to see in the written review “I’m going to write up the review, summarizing my assessment which is based on the input that we discussed, including your comments.”

  18. Defensiveness Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review • Reduce Defensiveness: • Make sure there are no surprises • Listen. Ask questions. Listen some more. • Check for meaning “What I hear you saying is…” • End the conversation and re-schedule if defensiveness escalates • Ask yourself: What might I have done to cause defensiveness?

  19. Simplify Your Message KNOWLEDGE EFFECTIVNESS COLLABORATION LEADERSHIP Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review “This is working: do more of this.” “This is not working: do less of this.”

  20. This Matters - So Let’s Practice . . . Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review • What can go well at this stage? • How do you facilitate that? • What can wrong at this stage? • How do you prevent, identify and respond?

  21. More About Agreeing on New Goals Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review • A goal specifies the work to be done and creates a clear picture of what success will look like, assuring alignment with: • Role • Program, Project • Department, SBU, UMMS • Your Leadership • Understand, translate, align, write, monitor • SMART Goals • Stretch • Measurable • Aligned • Realistic • Time Bound

  22. More About Completing the Review Get Input Write Draft Review Talk With Employee Agree on New Goals Complete Review • Last review to assure • Are the ratings correct? • Are your examples specific, illustrative, appropriate? • Are your “Do more of/Do less of” statements clear and helpful? • Are goal statuses correctly defined? • Complete the form • Ask your employee to sign the form • Sign the form • Ask your supervisor to sign the form • Send the form to HRDI: • Hardcopies to HR Service Center at 333 South Street, Shrewsbury MA • Scanned copies to the Outlook inbox: UMMS Performance Review.

  23. Performance Managementat UMASS Medical School

More Related