1. Page 1 Management excellence

2. Page 2 Section 4 Performance Management Process

3. Page 3 Performance management Performance management cycle. Chain reaction. Performance Management road map. Performance rating definition. Summary of the performance development review process. Performance development review.

4. Page 4 Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. Performance Management Is..

5. Page 5 Performance Management Cycle Evaluation Planning Monitoring Performance Improvement Plan

6. Page 6 Planning Management team meetingsManagement team meetings Director/managers meetingsDirector/managers meetings Monitoring Monthly MeetingMonthly Meeting Informal FeedbackInformal Feedback Coaching Coaching Midyear review 1Midyear review 1 Midyear review 2Midyear review 2 Competencies Checklist Kick-off meetingKick-off meeting One on oneOne on one

7. Page 7 Evaluation Performance Development Reviewby the end of the year Performance Development Review by the end of the year Performance Improvement Plan Plan Performance Development Plan

8. Page 8 Succession Planning Axiom Group Strategy Axiom UAE Objectives Departmental Objectives All employees with objectives Job Specific Competencies Management/Behavioral Competencies Job Skills & Performance Performance & Development Review Assessment Against + Assessment Against + Agreement on Personal Competencies Agreed Objectives Development Plan Management Development Information Training & Development Plan Recognition & Reward Axiom UAE Strategy A Chain Reaction

9. Page 9 Performance Management Road Map  Have you communicated clear expectations (with measurable outcomes) to employee?  Are you gathering support data?  Are you regularly asking for input and giving feedback?  Have you set the stage for employee to prepare for appraisal meeting?  Have you prepared yourself for the appraisal session?  Have you conducted the appraisal session?

10. Page 10 Performance Ratings Definitions score of 4.70~ 5.00 Performance is consistently outstanding and the employee is a role model in living and supporting company vision score of 3.70 ~ 4.65 Performance is consistently exceeds expectation. score of 2.70 ~ 3.65 Performance is consistently fulfills expectations. score of 1.70 ~ 2.65 Performance is below expectations. score of 0.00 ~ 1.65 Performance consistently does not meet expectations and rapidly below expectations.

11. Page 11 Summary of the Performance Development Review Process (Performance Appraisal) Step I: Arrange Initial MeetingsOwner: Manager Step II: Prepare for Performance Appraisal Owner : Employee & Manager Step II: Prepare for Performance Appraisal Owner: Manager Step III: Hold Performance Appraisal Meeting Owner: Employee & Manager Step IV: Document sent to 2 nd line manager Owner : First line Manager Step V: Employee informed, & documents sent to HR. Owner : First line Manager Step VI: On-going FeedbackOwner: First Line Manager

12. Page 12 Performance Development Review Don’t ----------------------------- Measurement Errors First Impression Individual’s performance must be rated evenly during the whole period. Halo Effect An individual may make an overall impression which distorts his/her actual results. Central/Contrast Managers may tend to either rate everything as average or exaggerate differences. Leniency/Harshness Some managers may rate everyone either lower or higher than other managers. Similarity Managers may prefer those employees who are similar to themselves or to someone they admire. Do -----------------------------

13. Page 13 Be a Coach not a Judge