Performance development system by Minaxy Bailey
- 1. An overview on Performance Development System Presented By MINAXY BAILEY
- 2. Building defined expectations of PDS. (“Why to do PDS?”) Setting Performance Goals. ("What is expected from the employee in his/her position”?) Defining Actions. (“How to appraise?”) Defining the Measurements of Goals. (“How to identify the negative gap?”) Making Development Plans. (“Why development needed & what are the areas?”) Performance Development System Objectives
- 3. Setting up Benchmarks & Measurements Setting up compensation Measurement/Appraisal Identifying Gaps PDSPlanningAppraisal Define Goals Training & Development Defining Steps of PDS
- 4. Setting SMART Goals Comprehensive Goals • For organization: ( Like Meeting Total Business Volume) • For Department : ( Like Production Quality, Production Volume, Inventory management) • For Team : (like error free productions. & Fast Maintenance) Goals are to be set before the performance year Goals are built by the head of the team (IT manager, Warehouse Manager etc) Goals are agreed & Signed off with employee and manager. Performance Development System Defined Goals
- 5. • Benchmarking or KPI for each SMART Goals are set during Goal Setting • All bench marking is signed off by Employee and Manager Setting up at least 10 Performance & Behavioral Goals. Each Smart Goal to Rated on 3 point scale • Below ( performance below the KPI) • At Par ( performance at par with the KPI) • Exceed ( performance exceeds KPI) • Benchmark (or KPI ) for each are to be set before the performance year • Benchmark (or KPI ) to be defined by the head of the team • Benchmark (or KPI ) are agreed & Signed off with employee and manager Performance Development System Setting up Benchmark for measurements
- 6. • Setting up Compensation standards for all Blocks. • Against the % of Budget available setting up the increment. • Range of the increment helps the team leader to adjust the budget of his team. Performance Development System Setting up compensations
- 7. PDS Rating Method Appraise rated on 9 blocks majorly on Two Axis.- Performance Goal & Behavioral Goals It identifies performer . It identifies non- performer Identifies which appraise needs training & development. Exceeds 1 4 7 At par 2 5 8 Below standard 3 6 9 ExceedsAtPar Below Standar d X Y Behaviors Results 0 9 Block Rating Method
- 8. Identifying Gaps Block numbers Significance Block 1, 2 & 4 performers Best performer should be in block 1 & strong performer in Block 2,4 Block 5 performer Block 5 employees are dependable, These employees meet their performance goals, use effective behaviors and get the job done. Block 3,6,7,8,9 performers Blocks 3, 6, 7, 8, and 9 are referred to as the “elbow” of the 9-block. Employees in those blocks are underperformers. Exceeds 1 4 7 At par 2 5 8 Below standard 3 6 9 ExceedsAtPar Below Standar d Results Behaviors 9 Block Rating Method x Y 0
- 9. Performance Development System Training & Development
- 10. Synopsis PDS is a process of setting SMART goals before the performance year, reviewing its achievement with in a regular span of time, finding out the deviation through 9 Block rating method by setting at least 10 behavioral & performance goals and completing the process by putting appraise in training & development system to achieve the desired result. Performance Development System Thanking You..!!