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Performance Management Update

Performance Management Update. Human Resources Conference April 30 – May 1, 2008. Performance Management Update. We solicited feedback from HRDs early in 2007 All recommendations have been implemented or will be in 2008. Field HRD’s Recommendations. One performance evaluation period not two

maggie-thomas
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Performance Management Update

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  1. Performance Management Update Human Resources Conference April 30 – May 1, 2008

  2. Performance Management Update • We solicited feedback from HRDs early in 2007 • All recommendations have been implemented or will be in 2008

  3. Field HRD’s Recommendations • One performance evaluation period not two • Terminated employees --> agency distribution • More Flexibility for raises • Tie-in between goals & General Factors • Goal Setting Training

  4. One Review Period • HRD’s overwhemingly urged changing from two review periods to one • Done in 2007

  5. Terminated employees counted in distribution • Terminated employees may be counted in your agency’s overall distribution (total Does Not Meet Expectations figure) • Does not apply to resignations unless it would have otherwise resulted in termination • Not a “force distribution” or “force ranking”

  6. More Flexibility in Raises • You will be allowed the flexibility to give one of perhaps several percentage increases (versus: 0 – 3 – 8.5) • SPD is not mandating any single plan • However, guidance may be provided by the Governor’s Office later this year

  7. Training Opportunities • Tie-in between General Factors and results achieved on goals (Cross-walk) • Goal Setting Training

  8. Tie-n between results and General Factors • Crucial and inextricable link between • results achieved on goals (what) • and the General Factors (how) • Example: discipline affects one or more General Factors (Teamwork, Customer Service) • Example: Admin Asst goal & General Factor • General Factor “training crosswalk”

  9. Things to Look For A few things Kelly says to: • OPEN with purpose and importance. • Use InvolvementandSupport to address Rita’s concerns. • Help Rita see alignment between new expectation and organization’s success. • Make sure she and Rita have same understanding of expectation.

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