Supervisor session
- 1. Performance Management Training
- 2. Learning Objectives • Understand the Performance Management Process and how it works. • Become familiar with the tools. • Using the webpage.
- 3. AUPE Alternate Career Progress • 3.0% for all employees* • Up to an additional 1.5% based on Performance Evaluations* • Employees at max for at least one year; increase provided as monthly lump sum installments • 2 year trial period Rating Score Between 2.00-2.25 = 0.5% Rating Score Between 2.26 – 3.25 = 1.00% Rating Score Greater than 3.25 = 1.5%
- 4. Actual “GAP” Optimal Performance Performance (Where you are) (Where you want to be) Performance Plan
- 5. What are the benefits? • For you? • For Employees?
- 6. Benefits Employee Supervisors Dept/Organization Better knowledge of talent pool Clear sense of what you are Greater communication to do and why you’re doing it Coaching, Training, & Better employee relations Development needs Capitalize on your strengths Awareness of employee career Succession planning Know what you need to do interests and strengths differently HR planning to achieve Determine progression to roles University’s strategic goals Understand how you that better utilize skills as they evolve. contribute to the department and organization Enhanced effort in quality and Adapt more quickly and productivity easily to change Recognition and appreciation of your contributions Less absenteeism A more engaged and focused work force More engaged in what you do Have a more unified team A fair way to link performance Are possibly happier at work Less costly turnovers to rewards. Further your career interests Improved leadership skills Retain top performers Increased job satisfaction Know what kind of help your Greater department morale employees need from you and community spirit Clearly defined expectations Good grasp of workloads Learn more about the Focus on future goals and effectiveness of our selection development Historical record and comparisons procedures. Administer fair incentives
- 7. Employee Evaluation Tools Annual Statement of Performance Factors Recommendation and Plans Achievements and Results
- 8. Annual Statement of Achievements and Results • List the WORK • Describe RESULTS • Concrete EXAMPLES • Avoid unsubstantiated Statements or opinions
- 9. Examples (A-1) Emily delivered 23 workshops, with just over 200 participants. The pre and post testing scores from this year’s participants showed an increase in the retention of the material Training (50 Hrs) presented by Emily (last year 54% retention-this year 65% retention) her increased knowledge and confidence have enabled her to more efficiently deliver her training sessions on file systems, records retention, transferring records to Records Management and retrieving records from storage. Emily has exceeded the expectations Kate has kept a close eye on monthly readings to ensure accuracy for monthly billings and the annual report. Although all reporting procedures have been Annual and month end reports completed accurately and independently only 8 of the 12 were on time. Kate 12-15 days/yr is concerned about the missed deadlines and has agreed to a solution (see perf. plan) that will help her to meet the time expectations. Tanner was able to meet the daily waste removal requirements. He made Transport UH & UCA waste to sure that the transportation runs between all 15 stations were according to compactor at SU 15% schedule and collection areas were left clean and in order
- 10. Discussion Points (A-2) • Be prepared • Organize thoughts • Collaboration
- 11. Examples (A-2) This past year has been exceptionally good for Janet as far as reconciliation procedures are concerned. She has a very good understanding of her responsibilities and has successfully completed her first year-end without assistance. However, she has had a few issues regarding compliance with the cataloging of materials. Kathy has tremendous energy and enthusiasm which has energized the department. Her handling of the OSA project in particular was very effective and impressive. She has also been able to deal with all requests for data in a cooperative and timely way. As the department has taken on four major projects, responsibilities have increased for managers and staff in addition to their regular duties. To help minimize workflow interruptions, I would rather that Rudy keeps the length of socializing with dept employees to a reasonable minimum.
- 12. Performance Factors •Measures behaviors and actions: “HOW “ the work is done. •Performance Factors: 1.Quality and Quantity 2.Attitude and Reliability 3.Working Relations 4.Communication 5.Knowledge and Versatility 6.Planning and Initiative 7.Judgment and Problem Solving 8.Supervision and Leadership
- 14. Gary completes his schedule of assigned cleaning tasks to the required standards every shift. Given the high amount of traffic and use in the common areas this isn’t always easy to do.
- 15. Gary completes his schedule of assigned cleaning tasks to the required standards every shift. Given the high amount of traffic and use in the common areas this isn’t always easy to do. Alexis has a good grasp of her serials binding, receiving, basic map cataloguing, and general services desk responsibilities. After receiving some initial training sessions in monograph cataloguing in May she has begun to learn/develop those skills. I am confident she will make good progress over the coming year as her experience increases.
- 16. Gary completes his schedule of assigned cleaning tasks to the required standards every shift. Given the high amount of traffic and use in the common areas this isn’t always easy to do. Alexis has a good grasp of her serials binding, receiving, basic map cataloguing, and general services desk responsibilities. After receiving some initial training sessions in monograph cataloguing in May she has begun to learn/develop those skills. I am confident she will make good progress over the coming year as her experience increases. Josh ends each day by reviewing what he needs to accomplish in the next. He always gets right to work, time is seldom wasted fixing problems as he does things right the first time (eg LAR event program and agenda, Basal document plan, dept retreat materials, etc.) He has good intuition on what’s needed for different meetings or presentations, whether it’s certain equipment or background information. Paper and duplicating costs in the main office have been positively affected with Josh’s “no wasting paper” rule.
- 17. I complete all of my assigned tasks, and I am committed to the quality of my work. I have never missed a deadline and there have never been any problems with quality I have a good grasp of serials binding, receiving, basic map cataloguing, and general services desk responsibilities. After my initial training sessions in monograph cataloguing in May I have started to learn and develop those skills. I know that there are still things that I don’t know how to do but I am working on them. Josh ends each day by reviewing what he needs to accomplish in the next. He always gets right to work, time is seldom wasted fixing problems as he does things right the first time (eg LAR event program and agenda, Basal document plan, dept retreat materials, etc.) He has good intuition on what’s needed for different meetings or presentations, whether it’s certain equipment or background information. Paper and duplicating costs in the main office have been positively affected with Josh’s “no wasting paper” rule. As noted in A-1 Samantha has accomplished a lot. Keep up the good work Samantha, as you become more familiar with the RP “stuff” I think this will be much easier.
- 18. Row is 2 (meets expectations) 2 Row is 1 (needs improvement) 1 Row is 3 (exceeds expectations) 3 Row is 2 (meets expectations) 2 Total rating 8 Total rating 8 divided by 4 rows = 2.00
- 19. Row is 2 (meets expectations) 2 Row is 1 and 2 (Half Mark) 1.5 Row is 3 (exceeds expectations) 3 Row is 2 (meets expectations) 2 Total rating 8.5 Total rating 8.5 divided by 4 rows = 2.13
- 20. Row is 2 (meets expectations) 2 Row is NOT APPLICABLE -- Row is 3 (exceeds expectations) 3 Row is 2 (meets expectations) 2 Total rating 7 Total rating 7 divided by 3 rows = 2.33
- 21. Recommendations •Total Performance Factor rating. •Variable weighting based on job relevance. •Summarize strengths and weaknesses. •Plan for next year.
- 22. •Weighting based on importance to position •Default weight is 3 •Can create standard weightings for each “group” you have
- 23. Performance Plan •Clarify responsibilities and expectations •Both Supervisor and Employee sign this sheet and accept as a template for upcoming year. •Change as necessary. •Use to for next years performance Evaluation.
- 24. Performance Evaluation Process EE Completes Set a review Review all Self Evaluation date Documentation and give to Supervisor Performance Exchange Supervisor Review feedback completes Meeting and throughout Employee Performance Year evaluation Plan
- 25. Performance Management Webpage • http://www.uleth.ca/hum/performancemanagement/