+ Management and Supervisor Buy- In Values Team presented draft Values to Management Team in December 2012 Management team made a couple of minor “wordsmithing”

Slides:

Advertisements

Similar presentations

Performance Appraisals

Advertisements

Build a Better Mousetrap: Quality Assurance and Call Specialist Performance Evaluation.

International Personnel Management Association Making 360 Degree Evaluations Work October 17, 2000 Jim Fox Charles Klein.

Performance Management Guide for Supervisors. Objectives  Understand necessity of reviews;  To define a rating standard across the Foundation for an.

+ NON-UNIT EMPLOYEE EVALUATION PROCESS March 2010-April 2011 and January 2011-December 2011.

Halaman 1 Matakuliah: J0084 / Introduction to Management and Business Tahun: 2007 Versi: 1 / 3 Pertemuan 21 (Twentyfirst Meeting) Motivate, Recruit, Train,

+ Strong Values + Small Business = Big Rewards The Auburn Manufacturing Story Johnna Major, SPHR President, Cornerstone HR Kathie Leonard CEO, Auburn Manufacturing.

Policy 4373 Revision Process Student Code of Conduct Expected Behavior in Safe and Supportive Schools.

Managing Effective and Meaningful Appraisal and Merit Increase Programs ABA Presentation April 18, 2006.

System Office Performance Management

Report to Council Staff Opinion Survey HR Director 6 March 2009.

Executive Report to Council

2010 Performance Evaluation Process Information Session for Staff

Performance Management

Coaching for School Improvement: A Guide for Coaches and Their Supervisors An Overview and Brief Tour Karen Laba Indistar® Summit September 2, 2010.

NON-UNIT EMPLOYEE EVALUATION PROCESS

Performance Management Open Information Session Spring 2009.

1 Attract, Develop and Engage the Workforce of the 21 st Century New Job Classification System (JCCS) Manager Preparation Session February 2011.

© 2003 (M. Bober) Presentation Guidelines Title (1 slide) Description of the evaluation (1-2 slides) Why conduct the study (1-2 slides) Evaluation approach.

PERFORMANCE MANAGEMENT PROCESS

Follow us on: PATH Performance Management Overview of Performance Management for HR Liaison Network February 7, 2013.

Updated Performance Management for Exempt Staff Fall 2009.

Copyright © 2003, eePulse, Inc. 1 Transforming Surveys Into Leadership Tools.

Visual Art GPS Roll Out.  Student achieves standard  Project  Lesson plans  Fulton County Art Curriculum  GPS  National Standards.

Staff Performance Evaluation Process

EMPLOYEE APPRAISAL & HR HR GLOBE CONSULTING

Hatboro Horsham High School What and Who do you want to be when you grow up? (Tips for career planning and job search) Pat Mooney

McGraw-Hill/Irwin © 2005 The McGraw-Hill Companies, Inc. All rights reserved Performance Appraisals Chapter 11.

Training Program Proposal December  Review ~ of The Educational Technology Plan from Donegal’s Strategic Plan  Analysis ~ of Donegal’s School.

Conclusions Buenos Aires, – December 5 th, 2004 CDM Methodologies and Project Design Workshop for CDM Project Developers.

2014 Performance Review Process Overview

WLUSA/OSSTF Annual Performance Review Process Human Resources & WLUSA| 2015.

Human Resouce Management Pertemuan 8 (Eighth Meeting) Matakuliah: J0562 / Management Tahun: 2010.

GC e-Orientation Program for New Hire Module 4 – Knowing your Career in Oracle Updated by HR in July 03.

Performance Evaluation Committees’ Report Combined Report from Committee for Professional and Administrative Staff and Committee for Classified Staff 2016.

SAN FRANCISCO’S FAMILY AND CHILDREN’S SERVICES BUILDING A COMPETENCY BASED ORGANIZATION.

_name © 2009 KRONOS INCORPORATED I February 20, _name Kronos Early Adopters Meeting April 05, 2012 The University of New Mexico Kronos.

Module 3: RECAP – Conversation A summary of Results and Behaviors RECAP Canadian Manager Enhanced FY15 CMP…A One Sysco Approach AGREE.ACHIEVE.RECAP.

STRATEGY IMPLEMENTATION - REWARD & DEVELOPMENT SYSTEMS.

Introduction. 1. The people in the company AND 2. A department in a company From the CEO to the janitor.

OVERVIEW: FY16 January Agenda Why performance appraisals? FY16 enhancements Appraisal forms Appraisal process Training and resources.

2015/16 Staff Performance Appraisals Webinar for ANR Supervisors Spring 2016.

A merit-based salary program for non-represented employees EMPLOYEE PRESENTATION.

Education.state.mn.us Principal Evaluation Components in Legislation Work Plan for Meeting Rose Assistant Commissioner Minnesota Department of Education.

Operations myPerformance Training FY16 Improvements.

Mid-Year Performance Review Process University System of New Hampshire System Office | 5 Chenell Drive, Suite 301, Concord, NH

2014 – 2015 EVALUATION PERIOD KCTCS ePerformance Training.

PERFORMANCE MANAGEMENT TRAINING SHRA Employee Annual Performance Appraisal Program.

Navigating the Performance Review Process

PERFORMANCE MANAGEMENT PROCESS

2016/17 Staff Performance Appraisals

2016 Performance Evaluation & Planning (PEP) Update

Performance and Development Cycle

Feedback/Performance Review and Compensation Process

Introduction to myperformance

Revised Administrative Effectiveness Processes

Gender Pay Gap Report Snapshot 5th April 2016.

Terex HR Process Timetable (1st half)

My UI Career Process improvement for more meaningful and

Performance Management System

Assessing your total rewards offer

2013 Terex HR Process Timetable (1st half)

Performance Management Has Begun – FY17 Timeline

Employee Performance Management System

OH&S Procedure Roll-out Update to Best Practices Committee

Update from ECO: Possible Approaches to Measuring Outcomes

Performance Management Training

HSE Competence Assessment/Development Process

Loyola’s Performance Management Process For Employees

MAARS Updates March2019.

Presentation transcript:

+ Management and Supervisor Buy- In Values Team presented draft Values to Management Team in December 2012 Management team made a couple of minor “wordsmithing” /emphasis changes

+ Company Roll Out Shared with all employees during plant meetings Values “banners” created Next Steps: Develop HR tools to support Values

+ Performance Review: Challenges Manager interpretation of rating system not consistent Rating system feels like a ‘grading’ system Managers not providing specific examples to support rating Manager often glosses over issues in order to support a better rating and raise No employee ‘buy-in’ to the review – it’s been top-down Coupling performance review and pay conversation

+ Goals for a New Tool Create a strong link to Values Create a tool that supports an objective conversation about job performance and behavior Help employees see what “A Player” behavior looks like Create a rating system that is accompanied by clear definitions Reduce overall manager subjectivity in rating Engage the employee by introducing a self- assessment component Create an overall rating that will be a factor in pay increase decisions Provide data that can assist managers and the company to develop training to address individual and overall company performance gaps

+ Process/Timeline Action ItemDate Develop new format incorporating Values definitionsMarch Management review of first draftApril Revisions to form based on management team and Values Team feedback, suggestions May - June Values Team review and ‘thumbs up’ of revised formatJune Management team review and approval of revised formatJuly Manager/Supervisor introduction to new form/processAugust Introduction of new form/process to employeesAugust Opportunity for “Test Drive”January ‘14

+ New Performance Review Tool 3 Sections Values Job Description Goals New rating system Meets and Needs Improvement Bonus Points for “Exceeds” Values and Job Performance equally weighted Overall score informs pay increase eligibility

+ New Performance Review Tool: Values

+ Job Description and Job Responsibilities

+ Overall Rating

+ Implementation Train managers and supervisors on using new tool (March) Definitions Scoring System Timeline for completion (April – May) Self-reviews by employees Managers complete initial reviews Sr. Manager review of all manager/supervisor reviews Quality Consistency Managers present reviews to employees Manager recommendation for salary increases