1 / 13

Performance Management 2012

This performance management session focuses on establishing clarity in job expectations and continuous communication. Participants will learn how to set SMART goals and objectives for effective performance measurement. It covers the Gonzaga Performance Review Process, including annual reviews, coaching methods, and behaviors to avoid in feedback. Key elements like documentation and strategies for ongoing performance discussions will be highlighted. Interactive trainings on giving feedback, time management, and conflict resolution will also be introduced, ensuring a comprehensive understanding of performance management practices.

glenys
Télécharger la présentation

Performance Management 2012

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 Management 2012 04.04.12

  2. Session Agenda • Shared Responsibility • Performance Management Cycle • Gonzaga’s Performance Review Process

  3. Shared Responsibility

  4. Shared Responsibility • Establish clarity on job expectations, job description and duties • On-going communication • Regular meetings • Weekly email updates • Project status reports • Document year-round

  5. Performance Management Cycle 1 • Setting Goals & Expectations • Define job criteria by which performance will be measured based on job description • Communicate expectations • Rework objectives or performance standards, if necessary • Establish goals and objectives 3 2 • Annual Performance Review • GU Performance Review • Mistakes to Avoid • Behavior Based Statements • Performance Coaching • Give effective feedback • Recognize area of development • Coach for better performance • Document

  6. Goal Statements • Strategically aligned • Objective in measurement • SMART formula • (Specific, Measurable, Agreed upon, Relevant, Timed) • May be necessary to revise or eliminate certain goals • Objectives may change based on the organization’s needs

  7. Performance Management Cycle 1 • Setting Goals & Expectations • Define job criteria by which performance will be measured based on job description • Establish goals and objectives • Communicate expectations • Rework objectives or performance standards, if necessary 3 2 • Annual Performance Review • GU Performance Review • Mistakes to Avoid • Behavior Based Statements • Performance Coaching • Give effective feedback • Recognize area of development • Coach for better performance • Document

  8. Performance Management Cycle 1 • Setting Goals & Expectations • Define job criteria by which performance will be measured based on job description • Establish goals and objectives • Communicate expectations • Rework objectives or performance standards, if necessary 2 3 • Performance Coaching • Define coaching • Give effective feedback • Recognize area of development • Coach for better performance • Document • Annual Performance Review • GU Performance Review • Mistakes to Avoid • Behavior Based Statements

  9. Performance Review Process

  10. Performance Review Process • Complete by first week of July • Manager forwards to dept. head, dean, or area vice president for signature • Send original to HR • Give copy to employee • Manager to conduct on-going performance discussions • Any employee concern regarding their review should be addressed within their area vice president division

  11. GU Performance Review Packet • Overview document - compensation philosophy, guidelines and annual review rating definitions • Employee self-review document - contains self assessment and employee goals • Include any specific job criteria added to the review • Annual performance review document - performance and behavior criteria

  12. Next Steps Upcoming Trainings: • Giving and Receiving Feedback • Improving Time-Management & Organization • Resolving Conflict http://www.gonzaga.edu/gutraining Performance Management PowerPoint, Self Reviews and Review Forms are located at: http://www.gonzaga.edu/hr

  13. Questions?

More Related