Performance Management within the Context of Student Counselling: Challenge or Nightmare?
Transcript of Performance Management within the Context of Student Counselling: Challenge or Nightmare?
Performance Management within the Context of
Student Counselling:
Challenge or Nightmare?
Dr Handré BrandMs Sindi Wahl
Ms Elanza van der Merwe
Centre for Student Counselling and Development, Stellenbosch University
Outline of Presentation
Elanza van der Merwe
A Theoretical Overview of Performance Management
Dr Handré Brand and Sindi Wahl
Basic Points of Departure at SU
Example of Work Contract and
Performance Management Process at CSCD
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Research Question
Should Performance Management, within the context of student counselling, be viewed as a challenge or a
nightmare?
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Introduction
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Words are words, explanations are explanations,
promises are promises –
but only performance is reality.
Harold S. Geneen
Theoretical Overview - Definitions
Performance Appraisal (PA) (Review or evaluation) “Ongoing process of identifying, measuring and developing
human performance and critical performance indicators as outcomes in the workplace”Baird (in Gerber, Nel, & Van Dyk, 1998)
Performance Management (PM) “A set of techniques used by a manager to plan, direct
and improve the performance of employees in line with achieving the overall objectives of the organisation”(Fay, in Spangenberg, 1994)
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Aims and benefits of PM
Evaluate work performance
Reinforce strengths and identify deficiencies
Feedback to employees
Improve future performance
Define objectives/goals
Remuneration purposes
Focus on results and not behaviours
Cultivate system-wide, long-term view
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Dissatisfaction with PA (Review)
“Performance appraisal is a yearly rite of passage in organisations that triggers dread and apprehension in the most experienced, battle hardened manager”.
Roberts & Pregitzer, cited in Kline & Sulsky (2009)
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Development of PA (Review)
Previously:
Top-down process – something done to people
Modern viewpoints:
Activity done for people - in partnership with employees
Paradigm shift
Impact of information technology
Technology remains only a tool to be used in PM
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PA Methods
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Category rating methods· Graphic rating scale/non-
graphic rating scale· Checklist of critical
incidents
Category rating methods· Graphic rating scale/non-
graphic rating scale· Checklist of critical
incidents
Comparative methods · Ranking· Forced distribution· Paired comparison
Comparative methods · Ranking· Forced distribution· Paired comparison
Behavioural/objective methods·Behavioural rating approaches· Management by objectives
(MBO)
Behavioural/objective methods·Behavioural rating approaches· Management by objectives
(MBO)
Narrative methods· Critical incident· Essay
Narrative methods· Critical incident· Essay
PA methods
PA methods
Narrative PA methods
Critical incident methodDevelop key performance indicatorsAdvantages - reduces possibility of only most recent
performance being remembered; makes feedback easier because of specific examples of behaviour
Drawbacks - only effective if consistently recorded Essay method
Advantages - Reduces possibility of evaluator rating everyone averagely; reduces evaluator bias
Drawbacks - Very time consuming and less cost effective; not appropriate for evaluative purposes
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Popular PA Tool
Multisource (360 degree or upward) feedback Performance feedback from variety of
sources Advantage – more objective due to variety of sources
Disadvantage - Can become coercive, misguided and intimidating
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Challenges of PM
Design of PA system Inappropriate
techniques or criteria for appraisal
Techniques applied inconsistently
The Evaluator Bias (cultural
diversity) Halo effect Central tendency Leniency or
strictness Recency effect
Robbins (2005)
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Challenges of PM (continued)
General challenges Expensive and time consuming PM rarely backed by theory Lack of follow-up of performance reviews Too much prominence given to appraisal/review aspect Employee development neglected Insufficient objectivity maintained Negative perceptions of PM
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What gets measured is what gets done...
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Unintended pitfalls of PM
Preference to most urgent, short-term goals
Cultivates culture of mediocrity
Detrimental to teamwork
Overlooks impact of system on performance
Spangenberg (1998)
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An obstacle (or a nightmare) is what you see when you are no longer focused on the
goal.
Should Performance Management, within the context of student counselling, be viewed as a challenge or a nightmare?
PM and Higher Education (HE)
Multiple objectives of Higher Education Institutions Complex environment and extended time periods over
which impact of HEI services measured Most SA institutions of higher learning developed their
own unique PM systems. Essential to uphold or advance outputs and for quality
control and benchmarking purposes Thorough understanding of PM process and practical
implications essential
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Basic points of departure at SU
Minimum norms are specified in terms of organizational
goals for environment
Intermediate and final work outcomes
System should provide sufficient insight into the
development needs of staff
Salaries should be available in a sustainable manner
The universities strategic indicators should be embedded
in the process
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Work contract
Compiled by staff and their direct line managers
(supervisors)
Each contract is unique and agreed upon by both parties
Regular consultation between staff and line manager (s)
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Example of personal development plan
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Conclusion
If you know that A + B + C = 19, you will still not know the value of A (or B or C).
PM has the potential to become a logistical nightmare, but only if the challenge is not managed in an innovative and informed way.
Bill Sherkenbach, in personal communication
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Summary
Administrative systems provide for PM and personal development
Within university context financial numeration not always correlated with outcomes of PM results (limited number of bonuses available; in natura compensation not always best policy)
Should personal development aspects be regarded as more important than the financial side?
Intrinsically motivated staff a basic requirement - group of people not primarily focused on financial side
Then only would it be possible to transform a potential nightmare into a innovative challenge
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Any questions?
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