University of London Performance Management Workshop Workshop overview
- Slides: 17
University of London Performance Management Workshop
Workshop overview: • what is performance and performance management? • performance objectives – hard goals and competencies • performance management cycle • online performance management tool
The performance: • a behaviour (how one does one’s job) • performance versus results • goal relevant
Performance management: • Performance management is not just an HR process, it is an attitude • Accountability • Fairness • People’s development
The aim of performance management: • Provide a clarity • Further develop two-way communication • Enhance focus on development • Offer structure for on-going feedback
Performance management cycle Mid-year performance appraisal; end-of-year performance appraisal 3 Reviewing performance 1 Planning performance Performance management cycle 2 Supporting performance 1: 1 s; coaching and feedback Agree performance objectives and development goals
Performance management cycle Mid-year performance appraisal; end-of-year performance appraisal 3 Reviewing performance 1 Planning performance Performance management cycle 2 Supporting performance 1: 1 s; coaching and feedback Agree performance objectives and development goals
Performance objectives: 1. Hard goals: 2. Competencies: • Easily quantifiable • Describe behaviours • Objective • Subjective
Your Competency Model A competency is a behaviour which differentiates performance. The framework articulates underlying characteristics that staff are required to demonstrate and will ultimately be used for selection, development and performance management Competency bands are inclusive: Broader band competencies subsume narrower band competencies Band D Band C Band B Band A
Uo. L Competency Model • Personal effectiveness • Cognitive competencies • Leadership and development • Improvement competencies
The objectives: • Typically important tasks • Key activities or projects • They focus on doing something better, making improvements, doing something new • They are not a repeat of all of the job holder’s responsibilities/ accountabilities
Smart objectives • Specific • Measurable • Attainable • Relevant • Time-based
Make them SMART-er… • Get better at customer service • Deliver xyz project • Improve abc process
Performance management cycle Mid-year performance appraisal; end-of-year performance appraisal 3 Reviewing performance 1 Planning performance Performance management cycle 2 Supporting performance 1: 1 s; coaching and feedback Agree performance objectives and development goals
Performance management cycle Mid-year performance appraisal; end-of-year performance appraisal 3 Reviewing performance 1 Planning performance Performance management cycle 2 Supporting performance 1: 1 s; coaching and feedback Agree performance objectives and development goals
• 6 month review • and • Performance appraisal
A review process at a glance 1 Introduction 2 Summarise performance against objectives and competencies 3 Work towards reducing gaps 4 Agree objectives and performance measures 5 Start action planning for development 6 Agree next steps