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Performance Management

Training

Learning Objectives

Understand the Performance Management


Process and how it works.

Become familiar with the tools.


Using the webpage.

AUPE Alternate Career Progress


3.0% for all employees* Up to an additional 1.5% based on Performance
Evaluations*

Employees at max for at least one year; increase


provided as monthly lump sum installments

2 year trial period


Rating Score Between 2.00-2.25 = 0.5%
Rating Score Between 2.26 3.25 = 1.00% Rating Score Greater than 3.25 = 1.5%

Actual Performance
(Where you are)

GAP

Optimal Performance
(Where you want to be)

Performance Plan

What are the benefits?


For you? For Employees?

Benefits
Employee Supervisors

Dept/Organization
Better knowledge of talent pool Coaching, Training, & Development needs Succession planning HR planning to achieve Universitys strategic goals as they evolve.

Clear sense of what you are to do and why youre doing it Capitalize on your strengths

Greater communication Better employee relations Awareness of employee career interests and strengths Determine progression to roles that better utilize skills

Know what you need to do differently

Understand how you contribute to the department and organization Recognition and appreciation of your contributions More engaged in what you do Are possibly happier at work Further your career interests Increased job satisfaction Clearly defined expectations

Enhanced effort in quality and productivity


Less absenteeism Have a more unified team

Adapt more quickly and easily to change


A more engaged and focused work force A fair way to link performance to rewards. Retain top performers Greater department morale and community spirit Learn more about the effectiveness of our selection procedures. Administer fair incentives

Less costly turnovers

Improved leadership skills


Know what kind of help your employees need from you Good grasp of workloads Historical record and comparisons

Focus on future goals and development

Employee Evaluation Tools


Annual Statement of Achievements and Results Performance Factors

Recommendation and Plans

Annual Statement of Achievements and Results

List the WORK

Describe RESULTS
Concrete EXAMPLES

Avoid unsubstantiated
Statements or opinions

Examples (A-1)

Training

(50 Hrs)

Emily delivered 23 workshops, with just over 200 participants. The pre and post testing scores from this years participants showed an increase in the retention of the material presented by Emily (last year 54% retention-this year 65% retention) her increased knowledge and confidence have enabled her to more efficiently deliver her training sessions on file systems, records retention, transferring records to Records Management and retrieving records from storage. Emily has exceeded the expectations

Annual and month end reports

12-15 days/yr

Kate has kept a close eye on monthly readings to ensure accuracy for monthly billings and the annual report. Although all reporting procedures have been completed accurately and independently only 8 of the 12 were on time. Kate is concerned about the missed deadlines and has agreed to a solution (see perf. plan) that will help her to meet the time expectations.

Transport UH & UCA waste to compactor at SU

15%

Tanner was able to meet the daily waste removal requirements. He made sure that the transportation runs between all 15 stations were according to schedule and collection areas were left clean and in order

Discussion Points (A-2)


Be prepared

Organize thoughts
Collaboration

Examples (A-2)

This past year has been exceptionally good for Janet as far as reconciliation procedures are concerned. She has a very good understanding of her responsibilities and has successfully completed her first year-end without assistance. However, she has had a few issues regarding compliance with the cataloging of materials. Kathy has tremendous energy and enthusiasm which has energized the department. Her handling of the OSA project in particular was very effective and impressive. She has also been able to deal with all requests for data in a cooperative and timely way.

As the department has taken on four major projects, responsibilities have increased for managers and staff in addition to their regular duties. To help minimize workflow interruptions, I would rather that Rudy keeps the length of socializing with dept employees to a reasonable minimum.

Performance Factors
Measures behaviors and actions: HOW the work is done.

Performance Factors:
1.Quality and Quantity 2.Attitude and Reliability 3.Working Relations 4.Communication 5.Knowledge and Versatility 6.Planning and Initiative 7.Judgment and Problem Solving 8.Supervision and Leadership

Gary completes his schedule of assigned cleaning tasks to the required standards every shift. Given the high amount of traffic and use in the common areas this isnt always easy to do.

Gary completes his schedule of assigned cleaning tasks to the required standards every shift. Given the high amount of traffic and use in the common areas this isnt always easy to do.

Alexis has a good grasp of her serials binding, receiving, basic map cataloguing, and general services desk responsibilities. After receiving some initial training sessions in monograph cataloguing in May she has begun to learn/develop those skills. I am confident she will make good progress over the coming year as her experience increases.

Gary completes his schedule of assigned cleaning tasks to the required standards every shift. Given the high amount of traffic and use in the common areas this isnt always easy to do. Alexis has a good grasp of her serials binding, receiving, basic map cataloguing, and general services desk responsibilities. After receiving some initial training sessions in monograph cataloguing in May she has begun to learn/develop those skills. I am confident she will make good progress over the coming year as her experience increases.

Josh ends each day by reviewing what he needs to accomplish in the next. He always gets right to work, time is seldom wasted fixing problems as he does things right the first time (eg LAR event program and agenda, Basal document plan, dept retreat materials, etc.) He has good intuition on whats needed for different meetings or presentations, whether its certain equipment or background information. Paper and duplicating costs in the main office have been positively affected with Joshs no wasting paper rule.

I complete all of my assigned tasks, and I am committed to the quality of my work. I have never missed a deadline and there have never been any problems with quality I have a good grasp of serials binding, receiving, basic map cataloguing, and general services desk responsibilities. After my initial training sessions in monograph cataloguing in May I have started to learn and develop those skills. I know that there are still things that I dont know how to do but I am working on them.
Josh ends each day by reviewing what he needs to accomplish in the next. He always gets right to work, time is seldom wasted fixing problems as he does things right the first time (eg LAR event program and agenda, Basal document plan, dept retreat materials, etc.) He has good intuition on whats needed for different meetings or presentations, whether its certain equipment or background information. Paper and duplicating costs in the main office have been positively affected with Joshs no wasting paper rule.

As noted in A-1 Samantha has accomplished a lot. Keep up the good work Samantha, as you become more familiar with the RP stuff I think this will be much easier.

Row is 2 (meets expectations) Row is 1 (needs improvement) Row is 3 (exceeds expectations) Row is 2 (meets expectations) Total rating Total rating 8 divided by 4 rows = 2.00

2 1 3 2 8

Row is 2 (meets expectations) Row is 1 and 2 (Half Mark) Row is 3 (exceeds expectations) Row is 2 (meets expectations) Total rating Total rating 8.5 divided by 4 rows = 2.13

2 1.5 3 2 8.5

Row is 2 (meets expectations) Row is NOT APPLICABLE Row is 3 (exceeds expectations) Row is 2 (meets expectations) Total rating Total rating 7 divided by 3 rows = 2.33

2 -3 2 7

Recommendations
Total Performance Factor rating.
Variable weighting based on job relevance. Summarize strengths and weaknesses. Plan for next year.

Weighting based on importance to position Default weight is 3 Can create standard weightings for each group you have

Performance Plan
Clarify responsibilities and expectations
Both Supervisor and Employee sign this sheet and accept as a template for upcoming year. Change as necessary. Use to for next years performance Evaluation.

Performance Evaluation Process


Set a review date Review all Documentation
EE Completes Self Evaluation and give to Supervisor

Exchange feedback throughout Year

Performance Review Meeting and Performance Plan

Supervisor completes Employee evaluation

Performance Management Webpage

http://www.uleth.ca/hum/performancemanagement/