Upload
johnna
View
42
Download
2
Tags:
Embed Size (px)
DESCRIPTION
Performance & Development Planning. Human Resource Services December 2010. PDPs will be due Friday, February 28 th , 2011 You now have access to the employee’s past three years of PDPs, regardless of their previous department on campus - PowerPoint PPT Presentation
Citation preview
Performance & Development Planning
Human Resource ServicesDecember 2010
What’s Changed?• PDPs will be due Friday, February 28th, 2011• You now have access to the employee’s past three
years of PDPs, regardless of their previous department on campus
• PDP started by one supervisor will not be lost if an employee is transferred to a new supervisor
• Some versions of Internet Explorer will not work with the PDP website. Try a different web browser such as Mozilla Firefox
• Paste from Word
Option 1: PDP Process Flow
1. Immediate Supervisor
write, save, print, discussupdate, send
5. HRS
2. Employeemake comments
3. Immediate Supervisor
send
4. Next Level Supervisor
approve
Option 2: PDP Process FlowSupervisor writes PDP(electronic)
2nd Level reviews
PDPManual Process
Supervisor sends PDP to
employee
Employee addscomments and
sends back
Electronic Process
Supervisor reviews
comments
2nd Level approval
ElectronicProcess
ElectronicProcess
HRS
Electronic Process
Manual ProcessSupervisor
reviews withEmployee
Manual Process
BYU Performance & Development System
Execution
DevelopmentPlan
Individual PerformanceObjectives
Department Goals
BYU Mission, Vision & Values
PDP
Review Components
• Three main portions of the PDP– Accomplishments, Results, and Application of
Values– Ways to Improve Performance– Development Action Plan
• Employee’s Comments
Preparing For The Review Note key performance milestones
throughout the year Keep track of or gather inputs from key
internal customers Ask the employee (written or verbal) for his
or her inputs prior to preparing the review Prepare the review factoring in all the inputs
Performance Review Pitfalls The Halo Effect Recent Performance Bias Blinders Inference V. Observation Inappropriate Comments
Inappropriate Comments
• “Does a good job for his age”• “Performing better since married”• “Get married”• “Lose 30 lbs by June 1st”• “Start considering retirement”• “Go to bed earlier”• “Read the Book of Mormon”
Drafting the Review
Review major responsibilities or performance objectives as they relate to Values
Accomplishments/Results Ways To Improve Performance Include comments on Values and other
important dimensions
Values - CRITERIACompetency: Striving for excellence and sharpening
your skills on a continuous basisRespect for Sacred Resources: Managing resources
efficiently and effectivelyIntegrity: Following through on commitments and
dealing openly and honestly with othersTeamwork: Working well with others within the
department or with other departments
Values - CRITERIAExceeding Customer Expectations: Serving the needs
of others beyond what is expectedRespect for all Individuals: Treating all individuals as
you would like to be treatedInnovation: Finding ways to improve products or
services or to change the way work is accomplished
Accountability: Accepting responsibility, providing regular feedback, and measuring results
What Is A Development Need? Technical Knowledge or Skill Professional Competence or Knowledge Interpersonal Skill Key Experience Needed
Determining a Development Need...
Personal Observation Feedback from Others Performance Gaps - Objectives Not Met Instruments or Surveys Changing Job Requirements Needs Expressed by the Employee Development Workshops
Development Options:On the Job
Committee assignments – joining or chairing Special projects Taking on new responsibilities Giving presentations Assuming “lead person” responsibilities Representing the manager at meetings
Development Options:Key Relationships
Coaching and one-on-one instruction Working with a mentor Observing or teaming up with experts
Development Options:Training
Courses and workshops Self instructional materials Continuing education classes
Development Options:Self Development
Books, articles, and journals Researching information and materials Asking questions and seeking information
from resource people
Writing the Development Plan
Focus on one or two development objectives: What knowledge, skills or additional experience would benefit the employee in his or her job?
Include areas for improvement or development Detail how the employee will develop each new skill or
knowledge area Include on the job responsibilities, mentoring or
coaching, training, or self-development
SpecificMeasurableAchievableRealisticTime-bound
Discussing the Review Before meeting with employee
First - Review with and get approval from your manager
Meet with the employee - Choose a private place and allow sufficient time
Provide two copies of the review for discussion
Discussing the Review Go through each section of the review - invite
the employee’s comments and questions along the way
Ask the employee for any other suggestions or ideas he or she has on how to develop the skill being discussed
Incorporate the employee’s ideas before you send the review to him or her for comments
Addressing Performance Gaps
• Discuss & document all year-long
• Prepare for the discussion
• Handling reactions: stay focused, specific & objective
• No surprises on the PDP
• PDP is an employment action – no illegal or inappropriate comments
Complete the Review
Review the Conflict of Time & Interest Policy
Send the PDP to your employee for his or her comments
Complete the process by sending the review on to the next level supervisor for electronic approval
Follow-Up
The approved PDP will automatically be sent to Human Resource Services
You and your employee have a copy of the completed review online for three years
Further TrainingIf you would like more training focused on providing you with some tools that will help you more easily document and discuss performance concerns in the PDP process, Contact your Area HR Consultant:•Denise Haney 422-6877•Wade Ashton 422-1962•Marden Clark 422-6802
PDP Process FlowSupervisor writes PDP(electronic)
2nd Level reviews
PDPManual Process
Supervisor sends PDP to
employee
Employee addscomments and
sends back
Electronic Process
Supervisor reviews
comments
2nd Level approval
ElectronicProcess
ElectronicProcess
HRS
Manual ProcessSupervisor
reviews withEmployee
Manual Process
Actual site: pdp.byu.edu
Practice site: pdp.byu.edu/training
ElectronicProcess