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Phase 2: Performance Management Change Readiness Calls December 9 th & 10 th , 2008

Phase 2: Performance Management Change Readiness Calls December 9 th & 10 th , 2008 . AGENDA. Welcome Follow up from previous calls Agency Readiness Checklist & System Preparation Activities Plan Components Overview of Change Management and Communications Plan

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Phase 2: Performance Management Change Readiness Calls December 9 th & 10 th , 2008

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  1. Phase 2: Performance Management Change Readiness Calls December 9th & 10th, 2008

  2. AGENDA • Welcome • Follow up from previous calls • Agency Readiness Checklist & System Preparation Activities • Plan Components • Overview of Change Management and Communications Plan • Training Schedule for HR Training • Open Discussion 1

  3. Follow up from Previous Calls Transferring documents from one manager to another manager during the performance year Only one performance document per employee can be completed and closed out in a review period A manager can make comments and feedback on the performance plan prior to transferring the document to the new manager Using UPK to see and “Try” the system http://route88upk.state.ga.us/toc.html 2

  4. System Preparation Activities • Agency Readiness Checklist • Review & Discussion Due Dates for Initial Preparation Activities • Group build requirements – December 12, 2008 • PeopleSoft Security forms – December 12, 2008 • Reports To updated – January 15, 2009 • Managers Access MSS - February 13, 2009 • Employees Access ESS - February 13, 2009 3

  5. Performance Plan Components

  6. Section 1: Statewide Core Competencies • Core Competencies (All Employees) • Customer Service • Teamwork and Cooperation • Results Orientation • Accountability • Judgment and Decision Making • Leadership Competencies (People Managers and other leaders) • Talent Management • Transformers of Government • Prepopulated and cannot be deleted

  7. Section 2: Individual Goals and Competencies Behavioral Competencies (11 additional) - predefined Individual Goals – Free form Aligned goals: Goals that are linked to agency and State goals Individual Goals: Goals Specific to a position Nothing is prepopulated 6

  8. Section 3: Job Responsibilities Job responsibilities based upon the new job description All job responsibilities for the job will automatically prepopulate Can delete items. A “Delete All” option is available Can add items to this section Predefined Free form Use of the Section 4 Phase 1 Agencies used Sections 1 & 2 5 Phase 1 Agencies used Sections 1, 2, & 3 7

  9. Section 4: Individual Development Plan • All employees should have an Individual Development Plan • Action plan created by the manager and employee to identify goals, projects, classes, assignments, and other activities • Focuses on: • Development in current role • Expanding skill set and knowledge areas • Preparing for future roles • Is not rated, but is no less important • Can enter free form information • Can use predefined items

  10. Overview of Change Management & Communications Plan • Change Management Components • Change Readiness Calls • Change Readiness Surveys and Feedback • Identify issues, challenges, and roadblocks • Change Mitigation Plans • Strategies to reduce or eliminate existing or potential roadblocks • Communications • Communications strategy, plan, and resources • Main Communication Audience Groups • Senior Leadership • Human Resources • Managers • Employees

  11. Communication Vehicles and Tools • Change Readiness Calls • Websites • Email communications • Templates for HR to use in their Agency • Letters / Memos • Newspaper: Georgia Statement • Newsletter: Executive Vision • Printed/Printable brochures and documents • Educational Sessions/Conferences • Broadcast media

  12. Change Management – Human Resources

  13. Change Management - Human Resources (cont’d)

  14. Change Management - Managers

  15. Change Management - Managers (cont’d)

  16. Change Management - Employees

  17. Change Management - Employees (cont’d)

  18. Change Management – Senior Leadership

  19. Change Management – Senior Leadership (cont’d)

  20. HR Administrative Training • One Day Hands-on Training • March 16 – April 30th 2009 • Proposed training schedule

  21. Upcoming Calls • January 13th & 14th • Update on Agency Readiness Checklist Items • Communications Plan • Training Overview • January – June 2009 – Biweekly Meetings – 2nd and 4th Tuesday or Wednesday • Group 1: Tuesdays 9:30 a.m. • Group 2: Tuesdays 11:00 a.m. • Group 3: Tuesdays 1:30 p.m. • Group 4: Wednesdays 9:30 a.m. • Group 5: Wednesdays 1:30 p.m.

  22. Questions, Comments, & Feedback • Question and Answer Session • Action Items • Next Steps Thank you for your participation!

  23. Performance ManagementTalent Management Team • Ronnie Witcher, Program Director • ronnie.witcher@spa.ga.gov; 404-657-2379 • Janet Hecht, Ph.D., HR Projects Coordinator • janet.hecht@spa.ga.gov; 404-463-3534 • Al Brown, PHR, HR Consultant • al.brown@spa.ga.gov; 404-657-2848 • Kimberly Walker, MHRM, HR Specialist • kimberly.walker@spa.ga.gov; 404-657-0365 • Tara Brown, HR Specialist • tara.brown@spa.ga.gov; 404-657-0358 22

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