Basics of PEP
"How you do it "also matters!
Evaluations
Ratings
Time is the Essence
100

Effective performance management is not an event, but is a " "

What is "Process" ?

100
Sets of skills, knowledge abilities and personal characteristics that enable employees to successfully perform their jobs.
What are Competancies?
100
Evaluation error that occurs when a manager generalizes one negative performance feature or incident to all aspects of employee performance, resulting in a lower rating.
What is Horn Effect?
100
Performance may be below or barely meeting expectations of their job; at times demonstrates competency and applies some behavioral attributes;
What is "C" - Needs improvement ?
100

Evaluation of performance objectives occurs for this span of time.

What is January 1, 2018 – December 31, 2018?

200
Formal review and evaluation of employees' performance accomplishments
What is Performance Appraisal?
200
Competencies assume what percentage of the overall framework of performance management.
What is 50% ?
200
Be accountable for the material you are delivering. DO NOT apologize for delivering poor ratings or this.
What is "Constructive feedback /Criticism" ?
200
Excels in all aspects of their job and regularly demonstrates and performs at the next level; always demonstrates competency and behavioral attributes; role model for colleagues
What is "S" - Outstanding Performance ?
200

Last day for "Self & Manager " evaluations submission.

What is "January 18th 2019"?

300

Goal-oriented process directed to maximize the productivity of employees, teams and ultimately the organization.

What is Performance Management?

300
The components of our Competency Model
What are " Core , Leadership & Job " Competencies ?
300
Giving an undeserved high performance appraisal rating to an employee.
What is "Leniency" / "Halo Effect"?
300
Excels in most aspects of their job and frequently demonstrates and performs at the next level;
What is "A" Exceeds Expectations ?
300

All employees with a hire date prior to when, will go through 2018's evaluation process.

What is October 1, 2018?

400

Three parts of a performance management process.

What are define performance, measure performance, and provide feed back of performance information?

400

Only this employee group have all the 3 competencies assigned in the competency model.

What are "Head of Section" 

400
HR will be checking for " this " among work groups, sections, departments, and divisions
What is "Ratings Calibration" ?
400
Consistently meets expectations in their job; and may sometimes exceed in some areas/tasks. Solid and consistent in performing their current role; often demonstrates competency and many behavioral attributes;
What is "B" - Meets Expectations?
400

Employees receiving an overall "C" or "D" rating is placed in PIP within this timeframe.

What is "2 weeks from delivery of evaluations" ?

500
Three purposes of performance management process.
What are Determining performance factored merit increase calculations,Identifying candidates for promotion and Succession planning for key positions
500

Competencies that all Employees should share and practice, these are the norms required to actualize Corporate Values

What is " Core Competency" ?

500
Correlation between these two components are required for a fairly and correctly evaluated performance.
What is "Comments and "Ratings" / "Competency and Goals"
500
Does not meet most and/or critical expectations of their job; has significant areas in need of development/improvement. Rarely demonstrates the competency and behavioral attributes.
What is "D" - "Unsatisfactory / Significantly Below Expectations"
500

The final lock down date of evaluations, after all levels of management and HR review is completed.

What is February 6th 2019?

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