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Enhancing Performance Management: Human Resources Conference Update

This conference provides insights on HRDs' recommendations implemented in 2008, focusing on one evaluation period, terminated employees' distribution, flexibility in raises, goal-setting training, and tie-ins between goals and General Factors.

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Enhancing Performance Management: Human Resources Conference Update

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Presentation Transcript

  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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