COMPETENCY BASED PERFORMANCE MANAGEMENT TEAM C.pptx
- 1. COMPETENCY BASED PERFORMANCE MANAGEGMENT SYSTEMS Daily, Year-round, continuing appraisal, coaching and feedback, that involves helping employees understand the nature and quality of performance, identify what they need to do to improve and motivate them to do it. The Gap analysis reveals a significant gap between performance expectations and actual performance in the target calssification/classifications. Although improving employee performance often requires a multi- faceted approach involving staffing policy and training and an important gap- closing strategy centres on improving the company’s performance management system.
- 2. UNDERSTANDING PMS AS A GAP- CLOSING STRATEGY The process begins with the company’s strategic business plan and its mission, vision and values The goals and objectives at the bureau, division, work-unit and individual employee’s levels should be aligned with the company’s strategic plan The core competencies selected for the target classification should support the organization’s mission, vision and values.
- 3. THE THREE COMPONENTS OF COMPETENCY BASED PMS Objectives: Identifying and evaluating employees’ major work objectives- this is a measurement of results. Competencies: Evaluating employees on the competencies that have been determined or associated with superior job performance-this is a measurement of the behavioural characteristics that impact results. Development: Creating individual developments (IDPs) to enhance employee’s strengths and to close performance gaps as determined by the competency evaluation
- 4. CONTD., If an employee fails to meet certain work objectives, the competency evaluation will typically reveal the reasons why? Evaluating employee on the critical competencies for a position does much more than that Providing employees with Performance feedback on competencies gives them the information the need to be successful
- 5. THE THREE PHASES OF COMPETENCY BASED PMS Phase I: Performance Planning: Identify major work objectives Review competencies Establish individual development plans Identify action steps for achieving both the performance objectives and personal development
- 6. THE THREE PHASES OF COMPETENCY BASED PMS Phase II: Monitoring and coaching During phase II supervisors work closely with direct reports to monitor progress toward meeting the major work objectives and follow through with planned professional development activitiea Phase II is really the back bone of the successful successful competency based PMS- it is a continuous process Employees need regular reinforcement to help maintain focus on their goals and get regular encouragement to participate in professional development activities There is a range of options for providing feedback- some organizations require formal monitoring and coaching sessions on a quarterly bases. In others Supervisors incorporate monitoring and coaching into their every day interactions with their direct reports.
- 7. THE THREE PHASES OF COMPETENCY BASED PMS Phase III: Evaluation During Phase III supervisors evaluate performance results for objectives, individual development plans and competencies. In many organizations supervisors perform a unilateral assessment of all three. However, the process is much more effective when employees participate fully by completing self-assessments of their objectives and competencies. Even when, employees’ self-assessments are inaccurate, there can be a tangible benefit from a process that requires employees to think through their degree of proficiency in the competencies most important for success.