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What Is Performance Management?

Performance management involves assessing employee performance through critical elements and performance standards, providing feedback, and aligning human resources functions like compensation to organizational goals. The goals are to differentiate performance levels, incorporate strategic plans into manager accountability, and provide financial rewards for top performance. Key aspects include critical elements, performance plans, standards, and reviews. Managers are responsible for developing plans, providing updates, maintaining records, and including training. Overall ratings are determined by critical element ratings, and awards are mandatory for the highest rating and discretionary for satisfactory ratings.

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88 views

What Is Performance Management?

Performance management involves assessing employee performance through critical elements and performance standards, providing feedback, and aligning human resources functions like compensation to organizational goals. The goals are to differentiate performance levels, incorporate strategic plans into manager accountability, and provide financial rewards for top performance. Key aspects include critical elements, performance plans, standards, and reviews. Managers are responsible for developing plans, providing updates, maintaining records, and including training. Overall ratings are determined by critical element ratings, and awards are mandatory for the highest rating and discretionary for satisfactory ratings.

Uploaded by

anon-643906
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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What is performance management?

Performance management is…

• n management of performance assessing


impact
• n taking care of people evidence and feedback
• n effective alignment of HR with school
improvement
functions pay and performance
• n differentiating between good, satisfactory
and poor
performance rewarding people fairly
Goals of Performance
• Identifies meaningful performance
distinctions among the Department’s
managers and supervisors

• Incorporates strategic plans and


mission objectives with
accountability for achieving such
objectives into the performance
plans of managers and
supervisors
Goals of Performance

• Provides substantial financial rewards


commensurate with top performance
Key Performance
• Critical Element – an assignment or work
responsibility so important that unacceptable
performance on the element would result in a
determination that an employee’s overall
performance is unacceptable.

• Performance Award – a lump sum cash award


granted to an individual or group in recognition
of overall performance which exceeds
expectations.
Key Performance (cont.)
• Performance Plan – all of the written, or
otherwise recorded, performance
elements that set forth expected
performance.
• Performance Standard – a work
requirement or expectation typically
conveyed in measures of quality, quantity,
timeliness, and manner of performance.
• Progress review –
a formal
communication with
the employee about
his/her performance
compared to the
established
performance
standards of critical
elements.
GENERAL REQUIREMENTS
• Performance plans for managers and
supervisors must be established and in place no
later than 30 days from the beginning of the
performance appraisal period.
• At least one progress review must be conducted
annually--generally around the midpoint of the
performance appraisal period.
• Assistance must be provided to employees in
improving unacceptable performance.
Four-Level Performance Appraisal
System:
• Significantly Exceeds Expectations
– Meets Expectations
– Needs Improvement
– Fails to Meet Expectations
Responsibilities of Managers
• Participate in the development of annual
performance plan including sub-elements and
standards
• Regularly report on the status of assignments
including any problems which may prevent their
successful completion
• Maintain complete records on work outputs for
use during progress reviews
• Include training as required for professional
development and performance of responsibilities
Deriving Overall Performance
Ratings

• Significantly Exceeds Expectations (SE) –


Both critical elements must be rated SE

• Meets Expectations (ME) – At least one


critical element rated ME with the other
rated the same or higher
Deriving Overall Performance
Ratings (cont.)

• Needs Improvement (NI) – At least one


critical element rated NI with the other
rated the same or higher

• Fails to Meet Expectations (FME) – At


least one critical element rated FME
Performance Awards Eligibility

• Mandatory awards to employees rated


Significantly Exceeds Expectations

• Awards to employees rated Meets


Expectations are granted at the discretion
of the Head of the Departmental Element
QUESTIONS

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