Question description

 

Performance Management Homework

The purpose of this assignment is to develop a performance management process for an existing job, have a manager give you feedback on the process, then use the process and evaluate its effectiveness for yourself. The assignment will involve establishing methods for planning performance, providing feedback during the execution of performance, assessing performance, reviewing performance, and renewing and recontracting performance.

Part I - Create a performance management instrument/process.

Using your job description, and any additional materials you have at hand (e.g. past performance reviews, strategic planning documents, training materials, etc.), create a performance management process. The performance management process should include the following components:

1) Identify the purpose of rating - tell me how the rating system you are proposing will be used. Ratings that are done for developmental purposes are less likely to have an overall summary "number" as a final result, and are more likely to focus on how to help the employee improve after the rating has been given (thus, they may include developmental plans, educational goals, etc.) Ratings that are done for personnel decisions vary depending on the type of personnel decision made. For example, a raise-related rating may be a single number that expresses an overall performance level, whereas a layoff rating may involve ranking employees.

• development
• personnel decisions
  • raises
  • promotions
  • layoffs
  • etc.
• employee
• manager
• subordinates
• clients
• be sure expectations are job related
• align expectations with corporate goals
• set expectations at "satisfactory" level
• expectations should include both "hard numbers" and behaviors
• make sure that expectations are consistent across all people who perform the job
• involve people with information about performance in setting expectations
• establish the circumstances under which the expectations are required to be met
• distribute finalized expectations (including purpose of appraisal) to employees
• determine who collects information, and from whom they collect it
  • who has the ability to rate performance information in comparison to standards?
  • who has information about performance?
    • self
    • supervisor
    • peers
    • clients
• determine the rating scale that will be used in documenting performance. Consider using the following four-point scale, as follows:
• create any forms that will be needed for data collection and the final performance appraisal report
• determine how employee will get feedback on performance
  • feedback must be given as close in time as possible to actual performance
  • feedback must contain constructive suggestions for improvement
• determine other means of collecting information
  • technical approaches (computer monitoring, etc.)
  • routine reports
• create a communication process
  • training in giving feedback
  • training in using/accepting feedback
• determine how performance information will be documented, collected, and stored
• Determine who will create an overall rating of performance
  • eliminate bias
  • authority
  • credibility
• Determine how rating will be used
• Establish process for combining performance information to create overall rating
  • averaging (best for evaluation)
  • emerging themes (best for development)
• Create documentation & storage process for final ratings
• Create links between rating and outcomes/rewards (note that ratings are rarely the ONLY criteria for personnel decisions – other factors should be identified and communicated.)
• Determine when performance rating will be given
• Determine how performance rating will be given (paper, in person, both)
• Determine process for incorporating employee feedback into communication process (add listening to process.)
• Identify what employees should do when they disagree with rating

2) Identify the people who have first-hand information about performance - who will participate in the performance management process. These are people you might talk with when determining performance expectations in step 3 below. Remember that you may need to consult with multiple people to get a complete picture of an employee's overall performance.

3) Establish performance expectations.

4) Create process for collecting and giving feedback on performance information

1 = Does Not Meet Expectations

2 = Meets Expectations

3 = Exceeds Expectations

4 = Far Exceeds Expectations

5) Establish results of performance appraisal process

6) Feedback (Part II)

7) Establish an appeals process