1. Human Resources Management: Module 2
Introduction to Performance Management
Produced in conjunction with
The African Entrepreneur Collective and
Opportunity International
This is the first of three video modules focused on Performance Management, one of the most important components of Human Resource Management.

2. Learning objectives By the end of this section you will be able to:
Define the process of performance management
Explain the benefits of effective performance management
Identify the key activities required to establish a performance measurement system for your organization

3. What is Performance Management?
Performance management is the process of managing employee performance by recognizing and rewarding excellence and providing coaching and feedback where needed to improve deficiencies
Performance management involves two related elements:
Performance evaluation: Assessing employees’ job performance and productivity according to criteria aligned with the goals of the organization
Professional development: Providing feedback and coaching that enables employees to build on their strengths and improve areas of weakness
…In this and future videos, we will explain how to develop a performance measurement system that achieves both of these goals for your organization.

4. Reflection questions
Why is it important to manage the performance of your staff?
How do you currently evaluate the performance of your teachers?
How can you help your staff improve when their performance is not meeting expectations?
Take a minute to reflect on the following questions:

5. Why performance management matters
Performance management plays a vital role to the success or failure of an organization
The performance of your teachers determines how much your students learn – therefore, it determines how well you are achieving your school’s mission!
School leaders need a system to ensure that their best staff are encouraged and rewarded, and that their struggling staff have a plan to improve (or be dismissed)
Performance management plays a vital role to the success or failure of the organization. An ineffective performance evaluation system creates high turnover and reduces employee productivity – both of which affect your school’s mission and profitability

6. Benefits of effective performance management
Clarifies expectations: Clarifies job responsibilities and expectations, and improves communication between employees and managers
Supports employee development: Gives employees the guidance and motivation to develop their skills to the fullest
Creates clear priorities: Drives behavior to align with the organization’s core values, goals, and strategy
Informs decision-making: Provides a basis for making fair human capital decisions (e.g., around pay, promotions, and dismissals)
Creating a performance management system may seem like a lot of work, but it can generate tremendous benefits for your staff and students.
Source: Pulakos, Elaine D. “Performance Management: A roadmap for developing, implementing and evaluating performance management systems.” SHRM Foundation.

7. Developing a performance management system
Set performance goals for each staff member
Give ongoing feedback throughout the year
Conduct annual performance evaluations
Meet with employees to discuss annual reviews
There are four major steps to developing a performance management system for your school.
First, set performance goals for each staff member. These should includes goals related to performance, such as successfully teaching students how to read or meeting your school’s financial goals, as well as goals related to personal development and team-building, such as building knowledge in one’s subject area or mentoring other staff.
Second, give ongoing feedback throughout the year. Employees need to hear feedback on an ongoing basis, not just at the end of the year. As a school leader, you will likely need to observe your teachers in their classrooms on a regular basis in order to be able to give this feedback. By providing both positive and constructive feedback on a consistent basis, you will motivate your employees to put forth their best effort and give them opportunities to correct their weaknesses before it is too late.
Third, conduct annual performance evaluations. At least once a year, you should conduct a formal review of each employee’s performance. This will involve combining data from a variety of sources, including classroom observations, evidence of student learning, peer assessments, and employee self-assessments. You will need to summarize this information and decide whether your employee is meeting or not meeting expectations overall.
Finally, meet with employees to discuss their annual reviews: This meeting gives you an opportunity to discuss your employees’ overall performance, strengths, and areas for development. It is a good time to discuss your employees’ development plans, set goals for the next year, and share decisions about raises, promotions, or other consequences of their evaluations.
In the next two videos, we will discuss each of these elements in more depth, giving you the specific information you need to begin implementing a performance management system at your school.

8. End of Human Resources Management: Module 2
Introduction to Performance Management
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