PERFORMANCE PLANNING,

AGREEMENT AND REVIEW

Prepared by: Dr. Riham Adel

E-mail: rehamadel@gmail.com
 The Performance Management Cycle
Performance Management is a continuous Process
PLAN
agreeing objectives and
REVIEW competence requirements
assessing progress and and producing performance
achievements so that agreements and performance
action plans can improvement and personal
be prepared and agreed development plans

ACT
carrying out the
MONITOR activities required to
checking on progress in achieve objectives and
achieving objectives plans

Prepared by: Dr. Riham Adel

 Attributes to Measure Performance
A performer Engages in That produce
In a given
(individual or certain various
situation
team) behaviors results
TRAIT METHODS OUTCOMES
Competencies are observable and
measurable behaviors, skills, knowledge,
abilities, attitudes that contribute to individual
success in the organization (teamwork,
Decision Making). Behavioral competencies
can apply to all jobs in an organization or
be specific to a job family, position, or
career level. Behavioral competencies
describe what is required to be successful in
an organization outside of a specific job. Prepared by: Dr. Riham Adel
 When We Need to Measure Traits

Emphasizes the performer and ignores the situation, behavior and results
1. Raters evaluates stable traits. includes abilities such as cognitive abilities (not easily trainable) and personality
(not likely to change over time).
2. Traits are under the control of individuals. They are fairly stable over one’s life span.
3. The fact that someone posses a trait doesn’t mean that it will lead to desired results or behaviors.
4. In other situations the trait oriented approach can be fruitful. But the most popular approaches to
measuring performance are based on behaviors and results.
5. Vendors such as: ddi.com, kenexa.com, peronneldecisions.com provide tools to assess relatively stable traits
Prepared by: Dr. Riham Adel
 When We Need to Measure Behaviors

This is basically a process oriented approach that emphasize how to do the job
The behavior approach is most appropriate under the following circumstances:
1.The link between behaviors and results is not obvious. The desired results may not be achieved despite that
the right behaviors are in place. In other cases results may be achieved despite of absence of right behaviors
2.Outcomes occur in the distant future. When the desired results will not be seen for months, the measurement
of behaviors is beneficial
3.Poor results are due to causes beyond the performer’s control. When the results of an employee
performance is beyond the performer’s control Prepared by: Dr. Riham Adel
 When We Need to Measure Results

A bottom-line approach that emphasize the outcomes and results

1. Workers are skilled in the needed behaviors. Workers have the necessary knowledge and skills to do the
work. They know what specific behaviors are needed to achieve the desired results.
2. Behaviors and results are obviously related. in some situations, certain results can be obtained only if a
worker engages in certain specific behaviors
3. Results show consistent improvement over time. It is an indication that workers are aware of behaviors
needed
4. There are many ways to do the job right. When there are different ways in which once can do the tasks
required for a job, a result approach is appropriate. Prepared by: Dr. Riham Adel
 HOW TO CREATE
A PERFORMANCE PLAN
The steps to creating performance plans:
1. Review your organization’s goals.
2. Identify your customers and their needs.
3. Identify your results.
4. Assign weights to the results.
5. Develop measures.
6. Set goals.
7. Plan how to track your performance

Prepared by: Dr. Riham Adel

Prepared by: Dr. Riham Adel
Prepared by: Dr. Riham Adel
Prepared by: Dr. Riham Adel
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Prepared by: Dr. Riham Adel
Prepared by: Dr. Riham Adel
Prepared by: Dr. Riham Adel
Prepared by: Dr. Riham Adel
Prepared by: Dr. Riham Adel
Prepared by: Dr. Riham Adel
Prepared by: Dr. Riham Adel
Prepared by: Dr. Riham Adel
Prepared by: Dr. Riham Adel
The Performance Management Sequence

Stages:
Prepared by: Dr. Riham Adel
Prepared by: Dr. Riham Adel
Prepared by: Dr. Riham Adel
 Aligns Goals. Know what is expected and how their work contributes to organization goals
 Builds Competencies. Develop job specific competencies and organization needs
 Employee Development. Improve employees’ performance (KSA) to progress in their careers
 Engage and Empower Employee. Employees take responsibility for their performance,
development, career progression while contributing to organization’ success
 Facilitates Performance Dialog. Regular, ongoing dialog between managers and employees
about expectations, progress, accomplishments, performance and development needs
 Feedback and Recognition. Provides mechanisms to get feedback to continually improve
 Formal Review. Gather, review and document results
 Improve Bottom Line. Increase productivity, lower costs, facilitates execution of the strategy
Prepared by: Dr. Riham Adel
 Competency
Two motivated individuals with
“capability to apply or use a set or related
similar education, experience,
knowledge, skills and abilities required to and skills are promoted into
successfully perform tasks” new roles. One quickly turns
Organizations continues to ask same question, if the into a star performer, achieving
brightest and even most experienced do not always
succeed then what can businesses do to identify their
outstanding results with
potential star performers? apparent ease. The other
David McClelland confirmed this struggles just to achieve the
in an article he published in 1973 minimal level of success,
“Testing for competence rather frustrating both him and
than for intelligence.” others. Prepared by: Dr. Riham Adel
 What is a Competency?
Elements above
the surface are
readily
identifiable and
measurable, but
there are several
that are more
difficult to detect,
although in most
cases they are
more significant

Performance is Driven by Lower Levels rather than the top

Prepared by: Dr. Riham Adel
What is a Competency?

Prepared by: Dr. Riham Adel