Performance Management
Performance Management Delta Gamma HD/ECC/Treasurer Conference July 2015
Performance Management vs Performance Review • Performance Management – Continuous on-going proactive mechanism – Identifies, measures, manages and develops the performance of an employee – Improves organizational effectiveness
• Performance Review – – – –
Limited, reactive function Evaluates past performance Conducted formally once or twice a year Last step in the performance management process
How Do Performance Reviews Affect Culture? • Creates a culture that promotes… – Personal Success – Collaboration – Valued Contributions – Atmosphere of Excellence
Why Regular Performance Reviews? • • • •
Provides a chance to communicate Perfect opportunity for feedback Sets new goals, challenges for advancement Consistent positive feedback shows value and appreciation • Time to air concerns, questions, thoughts, etc. • Offers documented proof of improvement needs in case of termination
What Can It Do For My Personal Development? • • • •
Tracks strengths Identifies areas for improvement Allows feedback Training
What Can It Do For The Organization? • Overall plan for business unit success • Identifies leadership potential/development needs • Identifies areas for the creation and implementation of training programs designed to boost employee competence and performance • Can suggest organizational design opportunities
Rationale for Employee Self Evaluations • Employee knows the job better than anyone • Identifies discrepancies between employee and your manager • Gives employee input into the process making them more confident in the fairness of the process • Generates an atmosphere of cooperation and support • Gives employee ownership in the process and a stake in the system
New and Improved Performance Review
New and Improved Performance Review
New and Improved Performance Review
Performance Management vs Performance Review • Performance Management – Continuous on-going proactive mechanism – Identifies, measures, manages and develops the performance of an employee – Improves organizational effectiveness
• Performance Review – – – –
Limited, reactive function Evaluates past performance Conducted formally once or twice a year Last step in the performance management process
How Do Performance Reviews Affect Culture? • Creates a culture that promotes… – Personal Success – Collaboration – Valued Contributions – Atmosphere of Excellence
Why Regular Performance Reviews? • • • •
Provides a chance to communicate Perfect opportunity for feedback Sets new goals, challenges for advancement Consistent positive feedback shows value and appreciation • Time to air concerns, questions, thoughts, etc. • Offers documented proof of improvement needs in case of termination
What Can It Do For My Personal Development? • • • •
Tracks strengths Identifies areas for improvement Allows feedback Training
What Can It Do For The Organization? • Overall plan for business unit success • Identifies leadership potential/development needs • Identifies areas for the creation and implementation of training programs designed to boost employee competence and performance • Can suggest organizational design opportunities
Rationale for Employee Self Evaluations • Employee knows the job better than anyone • Identifies discrepancies between employee and your manager • Gives employee input into the process making them more confident in the fairness of the process • Generates an atmosphere of cooperation and support • Gives employee ownership in the process and a stake in the system
New and Improved Performance Review
New and Improved Performance Review
New and Improved Performance Review
