Developing EmployeesACC's Mission & Principles

"Create an Environment for Employees that fosters personal Growth and allows Individuals to achieve their full Potential"

Developing EmployeesThe System

An integrated System Several Tools

– Performance Appraisal

– Development Review

– Management Assessment

– Feedback Review

– and a common guide for development

Developing EmployeesIntegrated System

Performance Review– Retrospective

– Performance rating

– Basis for merit pay adjustment

Development Review– Prepare for future positions

– Development plans and goals

Management Assessment– Broader evaluation by psychologist

– Prior hiring & every 5 years

Feedback Review– Voluntary program

– Targeted to managerial style

Developing EmployeesTimetable

Performance Review– Evaluation period: April to April– Managed in January

Development Review– Evaluation on a yearly basis– Managed in May

Management Assessment– Evaluation

» Prior Hiring» Every 5 years on a voluntary basis

– Managed at any time Feedback Review

– Evaluation on total voluntary basis– Managed at any time

Developing EmployeesBenefits of Performance Review

To the Employee – Discusses what is expected of them– Receives & gives feedback– Communicates with his supervisor– Discusses his personal development

To the Supervisor– Clarifies what is expected of his employee– Discusses performance– Maximises his people resources– Gains upward feedback– Assists in developing the employee's career– Builds job satisfaction

Developing EmployeesBenefits of Performance Review

To the Company– Contributes to the identification of the overall training needs

– Improves overall performance

– Maximises the people resourcs

– Helps to build succession planning

Developing EmployeesPerformance Review roles

The Employee– Prepare self for interview– Seeks clarification of job objectives & performance standards– Suggests alternatives & ideas for improvment of self and of job– Seeks feedback on own performance– Assesses own performance against goals & standards– Contributes to development plan– Gives constructive feedback to supervisor

The Supervisor– Translates business goals into individual job objectives– Communicates and agrees expectations on these– Monitors performance, gives feedback– Diagnoses employee strengths & development needs– Formulates & agrees action plan

Developing EmployeesPerformance Review Process

At the Beginning of the Period HR initiates with Supervisors Supervisor initiates with Employees

– Performance Objectives

– Standards to achieve

– Measurement criteria

Employee & Supervisor agree– Performances & Standards Expectations

– Resources needed to achieve them

Employee & Supervisor sign-off

Developing EmployeesPerformance Review Process

During the Measurement Period Supervisor provides to Employee

– Immediate Feedback when appropriate

– Guidance

– On-going coaching

Review the Objectives if necessary

Developing EmployeesPerformance Review Process

At the End of the Period HR initiates with Supervisors Supervisor initiates with Employees Employee self-asseeses

– Responds to all questions on the form Supervisor gathers Information

– 2nd level of supervision– Dottled line supervisor– Other employees

Supervisor assesses– Responds to all questions on the form– Summarises the employee's performance– Chooses an overall performance category

Developing EmployeesPerformance Review Process

Meeting Employee + Supervisor– Reaches understanding

– Discuss & comments

Supervisor signs-off final Statement Employee signs-off with Comments 2nd Level Supervisor signs-off with Comments HR signs-off

Developing EmployeesBenefits of Development Review

To the Employee– Recognises underdeveloped skills

– Evaluates & sets realistic development objectives

– Enables Employee to capitalise on strengths

– Receives assistance in setting realistic time-frames for career progression

– Gets insights into realities limiting or enhancing career

To the Supervisor– Maximises the people resources

– Helps to develop the employee's career

– Builds job satisfaction

Developing EmployeesBenefits of Development Review

To the Company– Contributes to the identification of the overall training +

development needs

– Enables Company to capitalise on strengths

– Maximises the actual & future people resources

– Helps to build succession planning

Developing EmployeesDevelopment Review Roles

The Employee– Prepares self for interview discussion

– Makes a statement of his aspirations

– Suggests alternatives & ideas for self development

– Develop a pro-active attitude for developing

– Takes advantages of all opportunities

Developing EmployeesDevelopment Review Roles

The Supervisor– As Assessor

» Evaluates employee behavior

» Identifies strenghs and developmental needs

» Provides timely honest feedback

» Relates performance to career potential

– As advisor

» Helps employee to develop realistic career goals

» Communicates the progress of employee in the organisation

» Helps employee to understand curent opportunities

» Helps employee to evaluate various career options

DEVELOPING EMPLOYEESDevelopment Review Roles

The Supervisor– As Developer

» Helps employee understand strenghs & development needs

» Helps employee to formulate development plans & stratregies

» Directs employees to various resources

» Identifies creative options for developmental activities

» Identifies appropriate training activities

» Follows-up, monitors development plans

Developing EmployeesDevelopment Review Process

HR initiates with Supervisors Supervisors initiate with Employees Employee self-assesses; Supervisor assesses

– Development Profile

– Short / Long term activities or experiences

– Leveraging strenghs & development areas

2nd Level Supervisor / HR Involvment– Supervisor + 2nd level supervisor

– Supervisor + HR ( optional )

1st MEETING: Employee + Supervisor reach understanding on assessment

Homework

Developing EmployeesDevelopment Review Process

2nd Meeting ( or 2nd part of meeting ): Employee + Supervisor discuss / document– Remainder of Development Review Summary Worksheet

– Employee signs off; Supervisor signs off

2nd Level Supervisor signs off HR Signs off

To the Employee– Receives in-depth feedback on

» Workstyle

» Interpersonnel style

» Managerial style

– Gets advicess on further development

To the Supervisor– Receives objective confirmation to other assessments

– Gets a better understanding of the employee

– Avoids unnecessary tension / conflict

To the Company– Maintains a high & consistent standard of hiring

– Provides Senior Management information on employee's potential

Developing EmployeesManagement Assessment Benefits

Developing EmployeesManagement Assessment Roles

The Employee– Seeks clarification on the report

– Reaches agreement with the psychologist

– Draws-up and implements development plan

The Supervisor– Helps to take decision prior hiring

– Discuss the employee's needs

– Helps in the implementation of action plan

Developing EmployeesManagement Assessment Process

Prior Hiring HR initiates with Psychologist Psychologist assesses Candidate Psychologist communicates Report to HR After Hiring Psychologist meets Employee + Supervisor

separately– Gives Feedback

– Provides additional Counselling

– Delivers guidance for personal development

Developing EmployeesManagement Assessment Process

Every 5 Years HR initiates with Employee + Psychologist Psychologist assesses Employee Psychologist provides Report Psychologist meets Employee

– Gives feedback

– Provides additionnal councelling

– Delivers guidance for personal development

Psychologist meets Supervisor if necessary

Developing EmployeesBenefits of Feedback Review

To the Employee– Provides feedback on managerial & organisational skills

– Develops better understanding of immediate environment

– Enables to create & implement development plan

To the Appraiser– Improves relationship

– Strives to focus on his own skills

To the Supervisor ( if involved )– Confirms or denies previous assessments

– Provides additional information to review development plan

Developing EmployeesFeedback Review Roles

The Employee– Takes initiative– Adopts an open and candid attitude– Seeks feedback – Commits to improve

The Appraiser– Develops an attitude of help– Responds honestly– Provides suggestions for development

The Supervisor ( if involved )– Supports the review– Updates development plans with additionnal outcomes

Developing EmployeesFeedback Review Process

Employee initiates with HRD Employee + HRD design the Target

– Scope of the review: Questionnaire design

– List of assessors

» Subordinates

» Peers

» Bosses

HRD prepares & distributes Questionnaires HRD collects & produces Report 1st Meeting: Feedback provided by HRD to Employee

– Quantitative analysis

– Qualitative analysis

Developing EmployeesFeedback Review Process

Homework by Employee 2nd Meeting - HRD + Employee

– Summarises feedback– Designs of Development Plan

Meeting with Supervisor ( optional )– Employeecommunicates results– Updates current Development Plan– Gets support

Feedback to Assessors by Employee ( optional )– Communicates results– Present Development Plan ( optional )

HRD Destroys all Documents

Developing EmployeesDevelopment Activity Guide

Reference Book Support for

– Identifying & articulating development needs

– Creating development plans