Process/ Responsibilities
Process/
Responsibilities
Forms/
Development
Tools/Tips
Meetings/
Behaviours
100
What is the first phase of the performance management cycle?
Setting Expectations
100
Name the individual or group responsible for the following: Providing training and coaching on the Performance Management Process
HR
100
Which section of the performance review should you place significant importance on?
Career and Development
100
How do you ensure there are no surprises at review time?
Documentation, Communication and feedback throughout the year, Address performance issues as they arise
100
How do you ensure the meeting is handled in a professional manner?
Enough time, Scheduled in advance, Private / Confidential, Planned & Prepared, Know what you want to achieve in the meeting
200
What is the second phase of the performance management cycle?
Measure and monitor
200
Name the individual or group responsible for the following: Following through on performance commitments and seeking help when having difficulty
Employee
200
What is S.M.A.R.T.?
Specific, Measurable, Achievable, Realistic, Time-bound
200
Should absenteeism be included on a performance review?
No, it could lead to discrimination complaints.
200
What are two types of defensive reactions that may occur during a review meeting?
Fight or Flight
300
Performance management is a daily process that will help to...name 2
Assess Technical and Behavioural Competencies, Promote a frequent flow of two-way communication, Set and measure expectations, Commit to employee development, Align employee job performance with organizational goals and values
300
Name the individual or group responsible for the following: When appropriate, taking on the roles of coach, trainer, mentor, teacher and counselor
Supervisor
300
What can be gained from placing significant emphasis on the training and development section?
Growth and career pathing, On the job or informal skills, Knowledge enhancement opportunities
300
What is the "halo effect" and how do you avoid it?
The halo effect is the tendency of the leader to judge all aspects of an individual using a general impression that was formed on only one or a few of the individual’s characteristics. When completing job performance appraisal, leaders should collect sufficient data to make realistic judgements in all areas of the employee’s performance.
300
What are some ways to provide positive messaging during a review meeting with an under performer?
Honesty, Be respectful and clear but not negative, Give examples of poor performance, Recognize accomplishments
400
What is the third phase of the performance management cycle?
Feedback and follow through
400
Name the individual or group responsible for the following: Seeking input from individuals in management when having difficulty
Supervisor
400
What are some "do's" when completing the training and development section of the performance appraisal?
Do have a follow-up meeting, Do ask employee to identify specific knowledge or skills gaps, Do ask questions, Do ask who can help, Do evaluate the development level after, Do explore development activities and ideas with support services
400
Name two behavious associated with high performance.
Leadership, Networking & Relationship building, Teamwork and Collaboration, Action Orientation, Self-management, Followership (Being able to adapt), Business Perspective, Communication, Organizational Savvy
400
Why is documentation so important in the performance management process?
Avoid biases, Increase objectivity, Increase validity, No guessing at review time, More efficient review process, No surprises
500
What are two of the supervisor's responsibilities in the performance management process?
Assess performance fairly, Seek input from other management, Provide specific feedback to employees, Provide a positive, safe, and respectful environment, Record behaviour and results relative to individual objectives and performance measures, Appropriately recognize your employees for their contributions
500
Name the individual or group responsible for the following: Completing trending and analysis on the Performance Management Process
HR
500
If a technical weakness is identified, what are some possible solutions other than class room training?
On the job training, Mentors, Reading materials (standard operating procedures), Job shadowing, Meeting with subject matter expert
500
Name two behaviours associated with low performance.
Unable to adapt, Poor administrator, Overly ambitious, Betrays trusts, Defensiveness, Can’t see big picture, Lack of ethics and values, Failure to build team, Failure to staff effectively, Insensitive to others, Lack of political savvy, Over-managing, Poor personal learning habits
500
What are some supervisor responses to defensive behaviour if it occurs during a review meeting?
Allow employee time to vent, Encourage a full expression of opinion, Have your substantiation of facts, Be respectful and empathetic, Actively listen, Ask for examples, Focus on the positive
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