| What is Performance Management?
Performance management is the process of creating a work
environment or setting that develops and improves the capabilities
of people and of the organization to achieve its mission and
vision. The organization's strategic plan defines the context
for performance management.
Performance management, however, does not mean "performance
appraisal". It is a holistic system of interrelated human
resource components designed to create a customer-focused,
results-oriented, motivated, accountable, creative and satisfied
workforce.
The performance management system consists of these seven
components:
- Position management
- Compensation
- Recruitment and selection
- Orientation
- On-going coaching and motivation
- Appraisal
- Reinforcement, recognition, development or
correction
All seven components work together as the performance management
system to create value for each employee and the organization.
Change in any one of these related areas can affect the performance
of the entire system.
Components of Performance Management
- Position management: effective
job descriptions define roles, clarify the expectations/outcomes
for a position and identify the competencies required for
successful performance in the job. Position management establishes
the need for each position in terms of its impact on the
strategic plan.
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- Compensation: defines the value
of the position in terms of the organization's internal
job structure and the market value of the competencies.
The value of the position other benefits, and choice options
are established as incentives for recruitment and retention.
M&P
Compensation & Classification
C&T
Compensation & Classification
Forms
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- Recruitment and selection: the
main purpose is to locate and select the best candidates
who fit the requirements of the position, in relation to
the strategic plan and the organization. Information gathered
from the position management and compensation components
sets the foundation for the recruitment process.
Job
Posting workflow
Hiring
tips for supervisors
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- Orientation: introduces the
new employee to the work environment, clarifies and explains
his or her role, contribution, and performance expectations
and identifies the professional development opportunities
available. Orientation defines the organization's customer
service focus and shows how the employee's contribution
connects with/impacts the strategic objectives of the organization.
Provides the "big picture" view for the employee.
New
Employee Welcome Guide
New
Library Staff Orientation
Yale
University New Staff Orientation
Supervisor's
Orientation Checklist
Planning
Training for New Employees
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- On-going coaching and motivation:
develops two-way communication between the supervisor
and the employee and facilitates a collaborative working
environment. Feedback in a coaching session is most effective
when focusing on expected behaviors that help people build
on their strengths. This on-going dialogue strengthens the
relationship between an employee and a supervisor. This
vital relationship, built through motivation and coaching,
provides the foundation for the performance appraisal.
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- Appraisal: current performance
is reviewed and future performance is defined in terms of
goals and expectations. The performance appraisal may include
input from teams, peers and even other managers. This process
also addresses development, compensation, motivational issues
and complaints.
Performance
and Promotion Criteria
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- Reinforcement, recognition, development
or correction: positive and corrective consequences
are applied to behavior. The major objective here is to
build and improve performance. Formal and informal rewards
are used to recognize and reinforce the behavior and results
that further the organization's mission and goals. Recognition
is not so much about money as it is about the message a
reward or recognition sends to an individual about their
value to the organization.Higher performing organizations
align systems, structures and processes to support the achievement
of the organization's mission, vision, values, strategic
direction and goals.
The
Learning Plan
SCOPA
Grant Program
Service
Quality Awards Program
Responding
to problem behavior
Learning Center
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