1. TRAININGS

2. Linking the Pieces of Performance Management Together

3. SESSION OUTLINE Performance Management Successes Important Reminders
Connecting Core Competencies to Overall Job Performance
Linking Major Job Duties to the PDQ
Strategies for Updating PDQ’S
Tying Goals to Success
The New Three Tier Rating System
Open Discussion

4. Performance Management Successes
State Success
Timely Evaluations and Plans
Meaningful Review Process
Current forms are being used appropriately
PDQ’s are being updated to reflect Major Job Duties
Improved communication throughout the year
Better questions from supervisors and employees
Supervisors utilizing good performance management techniques for a better quality reviews plans

5. IMPORTANT REMINDERS Evaluation period April 1st to March 30th
Evaluations are due by the end of March
Evaluations must be signed by supervisor and 2nd level supervisor or appointing authority before presenting to the employee
Level 3 ratings require written justification by the Supervisor
Planning forms are available on the web site
All evaluations and plans are due by April 30th

6. CONNECTING CORE COMPETENCIES TO OVERALL JOB PERFORMANCE
Why are Core Competencies Important?
Why are Core Competencies used for all state employees?
How to relate them to overall job performance
Why should you take the time to read the entire statement under each core competency?
Connect core competencies to major job duties and goal statements

7. LINKING MAJOR JOB DUTIES FROM THE PDQ
Link the PDQ to performance management
Review the PDQ to ensure it accurately reflects the position
Identify which duty statements on the PDQ are the most important – Link them back to the performance evaluation plan
Accurate and current PDQ’s help identify performance strengths and deficiencies and are critical to the success of performance management

8. STRATEGIES FOR UPDATING PDQ’S
Ask for the employees help in the writing of the PDQ
Start with duty statement
Include “by” statements when writing job duties
Manage phones by taking messages, transferring calls to the appropriate person, and answering questions
Once duty statements are complete, take each statement and answer section IV, V, and VI
Print PDQ and have all parties sign the document
Send to HR for audit

9. TYING GOALS TO SUCCESS
Develop goals that allow the employee to contribute to the success of the department
Utilize self evaluations to identify goals that support employee development and lead to increased productivity and success
Set meaningful and realistic goals that are reviewed regularly in the performance year

10. THE NEW THREEE TIER RATING SYSTEM
Level 1-Marginal Employees that are not consistently and independently meeting the expectations set in the performance plan or employees that are not progressing satisfactory towards level 2while being coached in the core expectations of the position
Level 2-Employees that are meeting all the expectations of the job and on occasion exceed them. This is the employee that reliably performs the job assigned
Level 3-This is the employee that is consistently showing exceptional and documented performance or consistently superior achievement

11. Open Discussion –Questions About
Performance Management

12. Contact Information
Nicole Tefft –Director of Human Resources