One of the important things for career development is PERFORMANCE MANAGEMENT.
Definition:
Employee
performance management is the process of involving employees in accomplishing
your agency’s mission and goals.
Employee
performance management includes:
planning work and setting goals, monitoring performance, developing
capacity, reviewing performance, and rewarding good work.
Performance Management Cycle
Stage 1
– Planning
•
Work goals
•
Competencies
•
Learning
Performance planning at the start of the year
and then periodically is the core of the performance management process. The performance plan should be a written
document.
•
Performance
results – the what
–
Performance
outcomes or standards – from job description
–
Performance
objectives for the next time period
•
Performance
behavior – the how
–
Competencies,
performance factors, or behavior
expectations
•
Development
objectives
MBO is a
system in which specific performance objectives are jointly determined by
subordinates and their superiors, progress toward objectives is periodically
reviewed, and rewards are allocated on the basis of this progress.
Stage
2/3 – Monitor and Develop
•
Feedback
•
Coach
•
Adjust goals
Daily
performance management!
Monitoring
includes measuring performance and giving feedback. Two way communications between the manager and
employee throughout the performance period is critical to the performance
management process.
Daily performance
management
•
Feedback
and coaching – informal
•
Monitoring
and tracking performance against standards and progress toward goals.
•
Quarterly
performance planning and performance discussions
•
Development
through coaching, training, challenging or visible assignments, improving work
processes
Stage 4 – Review
•
At least annually
•
Discuss
•
Document
The formal
process of documenting results the employee has achieved and behaviors and/or
competencies displayed should occur at least once a year.
**PERFORMANCE MANAGEMENT SYSTEM**
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