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Performance Management Update. Human Resources Conference April 30 – May 1, 2008. Performance Management Update. We solicited feedback from HRDs early in 2007 All recommendations have been implemented or will be in 2008. Field HRD’s Recommendations. One performance evaluation period not two - PowerPoint PPT Presentation
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© Development Dimensions International, Inc., MMIV. All rights reserved.1
Performance Management Update
Human Resources Conference
April 30 – May 1, 2008
© Development Dimensions International, Inc., MMIV. All rights reserved.2
Performance Management Update
• We solicited feedback from HRDs early in 2007
• All recommendations have been implemented or will be in 2008
© Development Dimensions International, Inc., MMIV. All rights reserved.3
Field HRD’s Recommendations
• One performance evaluation period not two
• Terminated employees --> agency distribution
• More Flexibility for raises
• Tie-in between goals & General Factors
• Goal Setting Training
© Development Dimensions International, Inc., MMIV. All rights reserved.4
One Review Period
• HRD’s overwhemingly urged changing from two review periods to one
• Done in 2007
© Development Dimensions International, Inc., MMIV. All rights reserved.5
Terminated employees counted in distribution
• Terminated employees may be counted in your agency’s overall distribution (total Does Not Meet Expectations figure)
• Does not apply to resignations unless it would have otherwise resulted in termination
• Not a “force distribution” or “force ranking”
© Development Dimensions International, Inc., MMIV. All rights reserved.6
More Flexibility in Raises
• You will be allowed the flexibility to give one of perhaps several percentage increases (versus: 0 – 3 – 8.5)
• SPD is not mandating any single plan
• However, guidance may be provided by the Governor’s Office later this year
© Development Dimensions International, Inc., MMIV. All rights reserved.7
Training Opportunities
• Tie-in between General Factors and results achieved on goals (Cross-walk)
• Goal Setting Training
© Development Dimensions International, Inc., MMIV. All rights reserved.8
Tie-n between results and General Factors
• Crucial and inextricable link between – results achieved on goals (what) – and the General Factors (how)
• Example: discipline affects one or more General Factors (Teamwork, Customer Service)
• Example: Admin Asst goal & General Factor
• General Factor “training crosswalk”
© Development Dimensions International, Inc., MMIV. All rights reserved.13
Things to Look For
A few things Kelly says to:• OPEN with purpose and importance.• Use Involvement and Support to
address Rita’s concerns.• Help Rita see alignment between new
expectation and organization’s success.• Make sure she and Rita have same
understanding of expectation.