Performance Management 2013-2014

Spring 2014

1

Shared Responsibility

Performance Management Cycle

Gonzaga’s Performance Review Process

Coming Attraction

2

Session Agenda

Shared Responsibility

Shared Responsibility Establish clarity on job expectations,

position description and duties

On-going communication Regular meetings Weekly email updates Project status reports

Document year-round

4

5

Performance Coaching

•Give effective feedback

•Recognize area of development

•Coach for better performance

•Document

Annual Performance Review

•GU Performance Review

•Mistakes to Avoid

•Behavior Based Statements

1

23

Setting Goals & Expectations•Define job criteria by which performance will be measured based on job description

•Communicate expectations

•Rework objectives or performance standards, if necessary

•Establish goals and objectives

Performance Management Cycle

Goal Statements

6

Strategically aligned

Objective in measurement

SMART formula(Specific, Measurable, Agreed upon,

Relevant, Timed)

May be necessary to revise or eliminate certain goals

Objectives may change based on the organization’s needs

7

Performance Coaching

•Give effective feedback

•Recognize area of development

•Coach for better performance

•Document

Annual Performance Review

•GU Performance Review

•Mistakes to Avoid

•Behavior Based Statements

1

23

Setting Goals & Expectations•Define job criteria by which performance will be measured based on job description

•Establish goals and objectives

•Communicate expectations

•Rework objectives or performance standards, if necessary

Performance Management Cycle

8

Setting Goals & Expectations

•Define job criteria by which performance will be measured based on job description•Establish goals and objectives•Communicate expectations

•Rework objectives or performance standards, if necessary

Performance Coaching

•Define coaching

•Give effective feedback

•Recognize area of development

•Coach for better performance

•Document

Annual Performance Review

•GU Performance Review

•Mistakes to Avoid

•Behavior Based Statements

1

23

Performance Management Cycle

9

Performance Review Process

Utilize DataSet Time and

PlaceReview JobDescription

Manager:Preparing for theAnnual Review

Take Ownershipto Enhance

Performance

Be Prepared toDiscuss Specific

Examples

CompleteSelf-Review

Employee:Preparing for theAnnual Review

Define ClearAction Steps

Provide SpecificExamples

Set the ToneManager:

Conducting theAnnual Review

Share your PlansAsk Clarifying

QuestionsAsk for Feedback

Employee:Participating in the

Annual Review

Performance Review Process

Complete by first week of July

Manager forwards to dept. head, dean, or area vice president for signature

Send original to HR

Give copy to employee

Manager to conduct on-going performance discussions

Any employee concern regarding their review should be addressed within their area vice president division

Overview document – performance management philosophy, timeline, guidelines and annual review rating definitions

Employee self-review document - contains self

assessment and employee goals Include any specific job criteria added to the

review

Annual performance review document - performance and behavior criteria

11

GU Performance Review Packet

Launch an on-line staff performance management system through PeopleAdmin – university’s talent management solution

University wide training to begin August 2014

Look for announcements in Morning Mail and on the HR website under Performance Management

12

Performance Management Coming Attractions

13

Upcoming Trainings:

Resolving Conflict: July 11th

http://www.gonzaga.edu/gutraining

Performance Management PowerPoint, Self Reviews and Review Forms are located at:

http://www.gonzaga.edu/hr

Next Steps

Questions?