PERFORMANCE MANAGEMENT PROCESS

The Process

100

The SC performance management cycle has how many formal touchpoints?

Three: April - Planning October - Midyear March - Final

200

True or False: You may only address performance and progress during the 3 formal timeframes established.

False

300

Why is it important to keep a log of issues discussed with employees?

Because it will help the manager address performance issues and recognize an employee's accomplishments. It is helpful to refer to these when completing the final evaluation.

400

What form/s is required to be turned in to HR and when?

Overall Form by April 30th.

500

What is something that an employee can dispute as it relates to their performance review?

The employee’s performance plan (or absence of a plan), final overall performance evaluation rating, including lack of a final overall evaluation, and the application of the CSU Performance Management Program to the employee’s plan and/or final overall evaluation

Why Bother?

100

According to a recent survey, what percentage of people felt that their organization's performance management process was actually effective?

30%

200

Name one of the positive results that we discussed today of an effective performance management program.

Less turnover Higher customer satisfaction Higher employee committment Increased net profits

300

Google identified 8 habits that employees said were important as it relates to performance management. Name and define 2.

Be a good coach Empower your team and do not micromanage Express interest in team members’ personal success and well-being Don’t be shy; be productive and results-oriented Communicate and listen to your team Help your employees with career development Express a clear vision and strategy for the team Demonstrate technical skills so you can help advise the team

400

True or False: Preparing for the meetings with employees is not necessary. Why?

False: Preparation is extremely important to show the employee you are genuinely interested in his/her development and success.

500

Why is it important to ensure that an employee is not surprised by what will be on his/her final evaluation?

Regular feedback should be provided to employee's to ensure expectations are clear and ample opportunity is provided to progress.

Goals

100

True or False: Goals should include every task involved with the job.

False: Goals should be established based on the significant aspects of the role.

200

About how many goals should be established during planning?

Approximately 3-7 - keep it concise and attainable.

300

True or False: Goals may be modified during the mid-year evaluation

True: Mid-year is the perfect time to clarify or modify goals as necessary.

400

What does SMART stand for?

Specific Measureable Achievable Results-oriented/Relevant Time bound

500

Why is it important to develop goals using the SMART model?

In order to be clear about how progress and sucess will be measured - goals should be SMART

Pitfalls

100

True or False: It is not necessary to review or update the PDQ for the Performance Managment Process.

False: It is essential to ensure the PDQ is accurate before planning goals with an employee.

200

This pitfall is when a manager either inflates or deflates a rating according to one area rather than looking at the entire evaluation.

Halo vs. Horn

300

This pitfall is when a manager does not provide specific information or examples to justify ratings.

Impressions vs. Data

400

True or False: There is no consequence for a State Classified supervisor who disregards the performance management process.

False: Supervisors must be evaluated on management core competency Supervisor’s obligation to conduct evaluations Supervisor fails to conduct evaluations: Reviewer must conduct No evaluation – default Level 2 rating Supervisor receives corrective action and is ineligible for performance pay adjustment Continued failure to evaluate results in disciplinary action May ultimately be demoted to non-supervisory position

500

Of the items we discussed today, what are at least 2 items you should bring to the evaluation meeting and why?

Your copy of the Planning Confirmation and Overall Evaluation and related planning forms. Specific examples of times the employee has been successful and opportunities for improvement. Some possible ideas for how the employee might leverage their skills, strengths and talents. Some ideas for how the employee might improve their skills.