Session 4 Performance Management
Transcript of Session 4 Performance Management
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Supervision Training:
Performance ManagementOctober 23, 2003
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Performance Management
Introduction to Disaster
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Performance Management
What happened?
Why would something like this happen?
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Performance Management
If we know why these things happen, why
do they happen?
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Performance Management
Explore the human dynamics of handling performance issues.
Discuss coaching of over and under performers.
Explore what effective feedback sounds like, looks like and may feel like.
Identify appropriate resources for resolving employee concerns.
Our objectives today:
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Performance Management
The single most important variable in employee productivity and loyalty turns out to be not pay or perks or benefits of workplace environment.
……it’s the quality of the relationship between employees and their direct supervisors.
Gallup Organization
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Performance Management
Coaching the Under-Performer
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Performance Management
Coaching for Improved Performance
1. Observe and analyze performance.
2. Identify area of performance that needs improvement.
3. Show and Tell.
4. Answer employee questions and give feedback.
5. Follow-up!
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Performance Management
10 Minute Break
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Performance Management
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Performance Management
Coaching the Over-Performer
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Performance Management
Design – clear, concise messagesLook – for non-verbal cluesListen – to communicateOvercome – barriers to understanding
Key Points for Feedback Success
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Performance Management
RECEIVER SENDER
MESSAGE
FEEDBACK
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Performance Management
1. The message must be clear.
2. The receiver must pay attention to it
3. The source (sender must be credible).
4. The receiver must be willing and able to act.
Four Factors Impacting Effective Communication
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Performance Management
Feedback Mechanisms:
• Regular Conversations• Regular Meetings• Verbal Praise• Written Praise
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Other Feedback Opportunities:Notice of Extraordinary Contribution
•Given throughout the year
•Recognizes work, performance, & other contributions
•Send to HR with the Perf Eval
Notice of Improvement Needed
•Not the same as a Written Notice. Explains what needs to improve and provides a specific plan for achieving success
•Send to HR
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Recognition – In-Band Bonus•Limited to 10% of salary in a fiscal year - including any adjustments made for lateral role changes and IBA’s.
•Must meet same criteria as those for IBAs
•Change in duties or additional project duties
•Acquired job-related knowledge, skills & abilities
•Retention
•Internal Alignment
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IBB – Continued
•Money comes from department’s budget and can be paid as a lump sum any time during the year
•To process:
•Contact your HR rep
•Fill out PAR and PAW
•Notify employee after receiving approval from HR.
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Performance Management
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Three Types of Recognition
Immediate Recognition
Outstanding Achievement
Customer Service Awards
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Immediate Recognition
Individual Impact
$25-$500
Awarded for performance or completion of a project or event.
Supervisor nomination through VP
May come from dept budget
AP-Classified-Wage employees
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Immediate Recognition
Recognition Leave
Up to 5 days of annual leave per calendar year
Outstanding for performance
Expires in 1 year
Classified employees only
Supervisor nomination through VP
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Customer Service Awards
Individuals or groups
At any time
Open to A/P, classified and wage
Supervisor nomination
Flex money or $25-$100
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Performance Management
Mediation,Disciplinary Written Notices, & the Grievance Procedure
(The “Yucky Stuff”)
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Performance Management
“Do the right thing and you won’t have to worry about the consequences or
outcomes.” --- Melinda’s mom
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Performance Management
Dis-ci-pline – Training that corrects, molds, or perfects the mental faculties or moral
character.
From Latin “disciplina” teaching/learning--Merriam Webster Dictionary
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Performance Management
Written Disciplinary Notices are usually a last resort. (But, use them if you need them)
•Make sure your employee understands your expectations•Try other methods of correction:
•Verbal discussions – document your discussions by notating on your calendar •Counseling memos
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Performance Management
Standards of Conduct
•Addresses Unacceptable conduct•Grouped by severity of offense•Length of time the notice is kept in the personnel file and “active” is based on the level of severity. •Applies to Classified only, but may be used as a guideline for faculty & wage.•Written notices may also be used with – suspension, transfer to another job, or demotion and / or termination
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Performance Management
Standards of ConductProcedure •Verify that you have attempted correction of the behavior.•Prepare an “Intent to Issue a Written Notice” - Give the employee ample amount of time to respond.•Consider the employee’s response•Issue/don’t issue Written Notice•Contact HR for assistance
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Performance Management
Mediation Sources •Human Resources•Dept. of Employee Dispute Resolution EDR•Grievances should be a last resort because
•Creates an adversarial atmosphere•Pits an employee “against a supervisor”•Forces an unnatural process – becomes formal•Leaves a “taste”
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HR Overview
• Who can file?
– Any classified, non-probationary employee.
– Must be employed at the time the grievance is initiated unless grieving involuntary separation.
Grievance Procedure Overview
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HR Overview
There are four stages
1. Management Resolution – 3 steps
2. Qualification for a hearing
3. Hearing
4. Review of the Hearing Decisions
Grievance Procedure Overview
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HR Overview
Step 1 - Management Resolution •Employee has 30 days to file a grievance
•Supervisor’s responsibilities:•Calls their HR Representative•5 days to respond in writing
•Employee’s responsibilities•5 days to let us know his intention to continue
Grievance Procedure Overview
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HR Overview
•Step 2 – Management Resolution •A Meeting with the 2nd Step Respondent (usually the Supervisor’s Supervisor) within 5 days of receipt of notification
•In attendance will be Employee, 2nd Step Respondent, & one other person each
•After the meeting, the 2nd Step Respondent has 5 days to decide on the action/relief.
•Then the employee has 5 days to decide if he wants to pursue to the next step
Grievance Procedure Overview
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HR Overview
•Step 3 - Management Resolution •May/May Not have a meeting with the 3rd Step Respondent (usually the divisional Vice President)
•3rd Step Respondent within 5 days provides a written response
•The employee has 5 days to decide if they want to go to the next step – Qualification for a Hearing.
Grievance Procedure Overview
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HR Overview
Qualification for a Hearing
The Agency Head (Dr. Rose) has 5 days to determine if the grievance Qualifies for a Hearing
If yes, a Hearing is scheduled
If no, then the employee may appeal to EDR
Grievance Procedure Overview
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HR Overview
Automatically Qualify:
–Formal discipline (Written Notices)
–Dismissal for unsatisfactory performance
May Qualify:
–Unfair application/misapplication of policies
–Discrimination
–Arbitrary/capricious performance evaluation
Grievance Procedure Overview
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HR Overview
Does Not Qualify:
•Establishment of salaries, position classifications, general benefits.
•Contents of personnel policies
•Methods by which work activities are undertaken
•Hiring, promotion, assignment of employees
•Termination, layoff, demotion because of lack of work
Grievance Procedure Overview
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HR Overview
•Hearing Process
–EDR assigns a hearing officer to the case.
–The hearing must be held and written decision issued within 30 calendar days of the appointment.
–Parties may represent themselves or have someone represent them.
Grievance Procedure Overview
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HR Overview
•Review of Hearing Decision
–Decisions must be consistent with law and policy.
–Decisions are subject to both administrative and judicial review.
–The hearing decision becomes final.
–EDR rulings are posted on web site.
Grievance Procedure Overview
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HR Overview
•More information can be found at the Department of Employment Dispute Resolution’s web site
www.edr.state.va.us
Grievance Procedure Overview
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Employee Assistance Program (EAP)
4 free visits
Advice and assistance for supervisors
Critical Incidence Stress Debriefings (CISD)