1. Corpus Christi ASTD Welcome!

2. Introductions Name Company/Organization Your role Do your manager’s do Performance Reviews? When during the year?

3. Today’s Agenda • Introductions • Presentation • Short Business meeting • Floor nominations • Vote • Hand over ceremony • Meeting dates • Adjourn

4. Training Managers to do Performance Appraisals

5. Why Should Manager’s do Performance Appraisals? Reward employee overall contributions Recognize and reinforce performance Start a conversation about development and career

6. What to Rate, What to Avoid… • Objectives and Competencies • The “What” and the “How” • Focus on work-related behaviors • Comment on the: • Uncommonly good • Undesirable performance

7. What to Rate, What to Avoid… Avoid: • Halo effect • Central tendency • Leniency or strictness • Appraisal bias • Recency effects • Similar-to-me bias

8. Example of a Rating System 3 2 4 1 5 5 – Significantly above target performance 4 - Above target performance 3 – On target performance – Majority of employees 2 – Below target performance 1 – Significantly below target

9. Competency Section Describes the knowledge, skills and abilities to do a job Changes by job Weight changes by job classification Comment section for employee and manager

10. Goals & Objectives • Due date: Milestones • Use staggered completion dates • Begin with objectives • Add more as they are completed • Carry over as needed • They are SMART • Goals provide direction • Link to organization’s objectives • Written in terms of numbers and percentages rather than behavior • Weight is importance of the goal • Total weight = 100%

11. SMART goals are… • Specific • Measurable • Attainable • Relevant • Timebound

12. Individual Development Plan (IDP) Has a “significant” impact on your achievement Utilize multiple approaches Done in agreement with your manager Make arrangements for the resources you’ll need Builds commitment by setting a due date

13. Appraisal Process Direct Report and Manager hold initial meeting Employee submits draft appraisal to Supervisor Manager reviews draft appraisal Meet to finalize appraisal for submission Leadership reviews appraisal with Manager Manager and employee review Leadership comments Submit final form to HR, and retain a copy in Employee’s file

14. Appraisal Discussion Steps Employee • Employee schedules the meeting • Allow manager enough time to review • Discuss how you think you did… • Open with accomplishments • Clarify ratings and comments • Develop & agree on next steps • Summarize your action plan

15. Appraisal Discussion Steps Manager • Commit to the meeting date • Get feedback from other sources • Encourage employee to lead • Discuss how they think they did… • Open with accomplishments • Clarify your ratings and comments • Develop & agree on next steps • Summarize their action plan

16. Questions Comments Concerns

17. Business Meeting Board Nominations: • Jan Brott: VP Programs • Michelle Maxwell: VP Membership • Mary Villanueva: VP Technology • Deborah Mondragon: Financial Secretary • President Elect: Open

18. Next Meeting Dates • March 6th Tuesday • Ron Olson; City Manager • Leadership and Ethics • April 20th Friday (8:00 to 3:30) • Project Management for Trainers • Rene Ramirez; FHR, Project Management

19. Thank you!