How Am I Doing Slides

download How Am I Doing Slides

of 37

  • date post

    08-Aug-2018
  • Category

    Documents

  • view

    212
  • download

    0

Embed Size (px)

Transcript of How Am I Doing Slides

  • 8/22/2019 How Am I Doing Slides

    1/37

    How Am I Doing?

    Raising the Bar onPerformance Management

    Lynn Hoffman

    Library Operations ManagerBrown County Library

  • 8/22/2019 How Am I Doing Slides

    2/37

    Act 10 was the catalyst for our look at

    performance management, along with

    other personnel policies.

  • 8/22/2019 How Am I Doing Slides

    3/37

    Ground Rules

    No eye-rolling

    One conversation at a timeBe on time

    Treat each other with respect

    Don't interrupt let others express themselves

    In this room, we're all on the same levelleaveyour title at the door

    Every idea is a good ideatalking about otherpeople's ideas makes them even better ideas

    Speak clearly and distinctly for conference calls

    Identify yourself when you speak for thoseparticipating remotely

    Have RESPECT for ideas, people, and time

    Listen to what other people are sayingpayattention

    WORK RULESCOMMITTEE

    We put together a system-wide

    staff committee to make themost of having a clean slate.Our Ground Rules set the tone

    for our conversations.

  • 8/22/2019 How Am I Doing Slides

    4/37

    Grievance processComplaint processHarassment policyExistence of unions

    AttendancePersonal appearanceUse of library services by staffEmployee conduct (including

    confidentiality, prohibited conduct)Pay, including overtime/comp timeWork hours and schedules, including flex

    timeWork breaks/meal breaksSeniorityHealth/Dental/Life Insurance

    Pro-rated benefits for part-time staffVacation timeCasual leave or Sick timeLong-term and short-term disabilityRetirement contributions

    Holidays

    Other leave (bereavement, jury duty,etc.)

    Uniform allowanceMileage reimbursement

    Applying for internal positionsProbationJob descriptions and classificationsVolunteersPerformance appraisalsDisciplinary actionSeparation from

    employment/terminationRehiring staff membersEmergency closure of the LibraryEmergency call-back

    Staff developmentCulture of positive work environment --

    staff are respected & valued --expectations both ways

    Employee Assistance Program

  • 8/22/2019 How Am I Doing Slides

    5/37

    Performance reviews have a bad

    reputation for a reason.

  • 8/22/2019 How Am I Doing Slides

    6/37

    Bad review forms are a big part of the

    problem.

  • 8/22/2019 How Am I Doing Slides

    7/37

    Annual reviews lead to one-a-year feedback.

  • 8/22/2019 How Am I Doing Slides

    8/37

    9

    6.36.8

    47%

    17% 18%

    0

    1

    2

    3

    4

    5

    6

    7

    8

    910

    Acknowledged Shredded Ignored

    AverageWorksheetsCompleted

    Percent WhoCompleted 10or More

    If supervisor work on reviews just sits in a drawer, youd belittle better than if you shredded it without looking.

  • 8/22/2019 How Am I Doing Slides

    9/37

    What are performance appraisals for?

    Meeting expectations

    Constructive criticism

    Positive feedback Training needs

    Promotion

    Pay raise, bonus

    Face-to-face

    Reviewaccomplishments

    Set goals

    Personal growth

    Writtendocumentation

    Brainstorming Big picture

  • 8/22/2019 How Am I Doing Slides

    10/37

    What are performanceappraisals for?

    The ultimate purpose ofperformance appraisal inany organization is toimprove the performanceof the organization.

  • 8/22/2019 How Am I Doing Slides

    11/37

    Performance Management

    Aligns employee performance toorganizational objectives

    Communicates performance expectations to

    employees for shared understanding Recognizes and acknowledges good

    performance

    Identifies areas where employee developmentwould improve performance

  • 8/22/2019 How Am I Doing Slides

    12/37

    Its more than a form!

  • 8/22/2019 How Am I Doing Slides

    13/37

    10.0 8.5

    RATINGS

    Supervisors are human. As much as rating systems try to be unbiased and consistent, the

    people who use them cant help but be subjective.

  • 8/22/2019 How Am I Doing Slides

    14/37

    RATINGS

    Picking categories for rating leads to one-

    size-fits-all forms that dont end up fitting

    anyones job.

  • 8/22/2019 How Am I Doing Slides

    15/37

    RATINGS

    Even if you include thoughtful narrative comments, people zero in on the ratings, especially

    the scores that stand out.

  • 8/22/2019 How Am I Doing Slides

    16/37

    FEEDBACK

    Feedback should be constant and on-going. When its time for the review, there shouldnt be

    any surprises.

  • 8/22/2019 How Am I Doing Slides

    17/37

    FEEDBACK

    Feedback should be a two-way conversation, not a one-way delivery from the top down.

  • 8/22/2019 How Am I Doing Slides

    18/37

    FEEDBACK

    Beware the Feedback Sandwich! Putting negative feedback between two compliments

    conditions people to be suspicious of praise.

  • 8/22/2019 How Am I Doing Slides

    19/37

    REVIEW DISCIPLINE

    Keep discipline, merit pay and promotion out of the performance management process.

  • 8/22/2019 How Am I Doing Slides

    20/37

    FeedbackShould Be:

    Descriptive rather than evaluative

    Specific rather than general

    Focused on things the employee can control

    Well-timed

    Checked to ensure it is understood

    Owned by the giver

    Based on observed behavior

  • 8/22/2019 How Am I Doing Slides

    21/37

    BRAT/BRET

    For Something Positive For Something NegativeWhy? Business reason Business reasonWhen? Often / Immediately ImmediatelyWhere? Publicly or privately PrivatelyHow? BRET BRAT

    Behavior: Be specific. Behavior: Be specific.Reactions: Ask for theirs, then give

    yours.Reactions: Ask for theirs, then give

    yours.Effects: Describe the effects of the

    behavior on you, the team, the

    organization.Alternatives: Ask for theirs, then give

    yours.Thanks. Thanks and Tracking.

  • 8/22/2019 How Am I Doing Slides

    22/37

    Tracking Feedback

  • 8/22/2019 How Am I Doing Slides

    23/37

    PERFORMANCE MANAGEMENT

    As much as possible, make the performance management process collaborative. People are

    more likely to follow-through with goals they had a hand in setting.

  • 8/22/2019 How Am I Doing Slides

    24/37

    Our old job descriptions were very

    general, and didnt include anyinformation about expectations or

    standards of performance.

  • 8/22/2019 How Am I Doing Slides

    25/37

    Essential Duties:

    Duties are grouped by major area

    Each area includes a time estimate

    We overhauled job descriptions and

    made them the basis for performancemanagement.

  • 8/22/2019 How Am I Doing Slides

    26/37

    Knowledge, Skills and Abilities:

    Use consistent language from job

    to job

  • 8/22/2019 How Am I Doing Slides

    27/37

    Expectations:

    Identify standards for performance

    Describe the how of the job

  • 8/22/2019 How Am I Doing Slides

    28/37

    The Basics of Performance

    Management Performance and Development Planning

    Clarify responsibilities and expectations

    Establish objectives for the year

    Interim Coaching

    Formal Performance Appraisal andDevelopment Review

  • 8/22/2019 How Am I Doing Slides

    29/37

    Plan

    Coach

    Review

    The Brown County Library

    PERFORMANCE MANAGEMENTMODEL

  • 8/22/2019 How Am I Doing Slides

    30/37

    Our process starts with a worksheet to help employees think about their jobs and their

    performance as they get ready to plan. They trade sheets with supervisors a couple daysbefore their review meetings.

  • 8/22/2019 How Am I Doing Slides

    31/37

    The Performance Plan walks the employee and supervisor through the conversation. After

    coaching and feedback through the plan period, the Performance Review recaps the result ofthe plan, and then looks forward to the next plan period.

  • 8/22/2019 How Am I Doing Slides

    32/37

    We continue to gather feedback and update our process.

  • 8/22/2019 How Am I Doing Slides

    33/37

    CULTURE CHANGES

    Creating our performance management process using the Work Rules Committee, and going

    through the process, has helped to build trust and raised the profile of feedback.

  • 8/22/2019 How Am I Doing Slides

    34/37

    Their form + Your form?

    Your form + parts of Their form?

    Their job description +Your expectations?

    WHAT CAN YOU DO?

    Ask whats most important in yourcurrent form or job descriptions, and seeif theres a compromise that will meetthat need while addressing yours.

  • 8/22/2019 How Am I Doing Slides

    35/37

    WHAT CAN I DO?

    Focus on feedback. The act of

    making on-going feedback part

    of your culture will improve

    employee engagement.

  • 8/22/2019 How Am I Doing Slides

    36/37

    WHAT CAN I DO?

    Focus on those aspects of peoples jobsand performance that has the most direct

    impact on quality

    service.

  • 8/22/2019 How Am I Doing Slides

    37/37

    www.browncountylibrary.org

    Lynn Hoffman

    Library Operations Manager

    Brown County Library515 Pine St.Green Bay, WI 54301

    [email protected](920) 448-5808