Five easy steps for performance management v07 (1)
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This document outlines the key components of an effective performance management process: (1) identifying annual performance objectives; (2) determining the skills and behaviors needed to achieve those objectives through professional development; and (3) regularly assessing progress towards objectives and professional development goals through bi-weekly meetings with feedback from managers. The process culminates with an annual assessment of achievement of performance objectives and professional development goals.
Five easy steps for performance management v07 (1)
- 2. Learning & Performance What drives performance management = Performance objectives + Skills and behaviors needed to achieve performance objectives + Professional development
- 3. Learning & Performance What are the goals to help drive growth in the business? What are the deliverables to which you will be held accountable? 1 identify performance objectives for the year.
- 4. Learning & Performance What is your current capability? Are new skills and behaviors required? Have you identified required skills and behaviors as part of professional development planning? 2 identify skills and behaviors needed to achieve performance objectives.
- 5. Learning & Performance Are you and your manager meeting bi-weekly to discuss performance objectives? Are you on track to achieve objectives or are adjustments needed? Are you getting coaching and feedback from your manager? 3 Assess progress with achieving performance objectives.
- 6. Learning & Performance Are you and your manager meeting bi-weekly to discuss performance growth coming from the professional development plan? Are you (and your manager) seeing a change in behavior and/or skill? Are you getting coaching and feedback from your manager? 4 Assess progress with the professional development plan
- 7. Learning & Performance Did you achieve your performance objectives? Did you achieve your professional development goals? Did you self-assess your performance for the year? Did your manager assign a rating for your performance for the year? Did your manager provide feedback on your performance for the year? 5 Assess year-end achievement of performance objectives and professional development goals.