Chapin Hall All-Staff Meeting February 4, 2010 Performance and Development Cycle Human Resources

Planning/Goal Setting Coaching and Development Review Performance and Development Cycle

Performance Planning/Goal Setting  Establishing clear expectations is a key factor in increasing employee effectiveness  Position description  Select 2-4 goals as priorities 1.Role (tied to project goals) 2.Developmental  Improvement (if relevant)  Acquisition of new knowledge/skills Current or future role Career

Performance Planning/Goal Setting  Ideally, goal setting is a collaborative process  Agreement leads to shared commitment  Employee achieves greater understanding of goals

Performance Planning/Goal Setting  Create an action plan for each goal  Specific  Set time limits (including check-in points)  Identify resources needed (people, information, etc.)  Identify potential barriers and plan how to deal with them

Coaching and Development  Ongoing communication about progress towards goals increases chance of success  Supervisor’s role:  Provide feedback on progress towards goals (coaching/advice, training, tools)  Communicate changed goals in a timely manner  Employee’s role:  Communicates progress (including challenges/roadblocks)  Requests feedback, scheduling check-ins  Formal (set aside time to meet) and informal (spur of the moment feedback) communication

Coaching and Development  Supervisors communicating regularly with employees #1 factor leading to employee engagement (National Workforce Engagement Benchmark Study, 2008)  Engaged employees 43% more productive (HayGroup, 2001)  Employers with high numbers of engaged employees achieve 53% higher profits (ISR Research, 2006)

Performance Review  End of performance and development cycle  Purpose: 1.Formally review progress towards performance and development goals and give feedback 2.Based on assessment, set performance and development goals for following year 3.Provide information to help make decisions regarding pay, promotions and other opportunities

Performance Review  Prepare for performance review:  Supervisor: 1)Gather documentation and feedback from supervisors with whom employee has worked 2)Allow time to write meaningful assessment 3)Schedule meeting that allows for ample discussion  Employee: 1)Provide thoughtful input 2)Begin to formulate developmental goals

Performance Review Process Timeline February 4-15: Supervisors gather documentation, solicit feedback and schedule meetings Beginning of March: Brown Bags for supervisors and staff on performance and development February - March 26: Complete performance review and planning forms and conduct meetings March 31: Deadline for completion of performance review and planning forms and copies sent to Human Resources June: Supervisors meet with staff to communicate FY 2011 pay

Planning/Goal Setting  Staff Development Opportunities  Brown Bag for Supervisors (End of February)  HRS Performance Management training course (February 25 th )  Please suggested conferences, professional organizations and other staff development opportunities to link to the Staff Development Guidelines on the internal staff website