Upload
barrett-hullings
View
215
Download
0
Tags:
Embed Size (px)
Citation preview
Evaluating IT Professionals Through Values-Based
Performance Appraisal Systems
February 17, 2005
Presented by:Jenifer Jarriel and Mary Sloan
Copyright - Baylor College of Medicine, Jenifer Jarriel and Mary Sloan, 2005
This work is the intellectual property of the authors. Permission is granted for this material to be shared for non-commercial, educational purposes, provided that this copyright statement appears on the reproduced materials and notice is given that the copying is by permission of the author. To disseminate otherwise or to republish requires written permission from the author.
Baylor College of Medicine’s approach to effective performance appraisals included:
Performance Appraisal Process
Performance Appraisal Tool
Project Success Factors
Effective Performance Appraisals
Why did we initiate change?
Lack of IT specific measures on existing appraisal
Less than 100% participation across IT Program
Inconsistent method for measuring IT performance
Integrate IT Key Values with Performance Appraisal Process
Performance Appraisal Process
Performance Appraisal Process
The IT Program’s performance evaluation process was established to facilitate the following goals:
Use of a consistent tool for performance appraisals
Promotion of open two-way discussions Delivery of annual performance evaluations Use of a roadmap for continual improvement Identification of areas for development Acknowledgement of accomplishments
Performance Appraisal Process
How did we facilitate change?
Formed performance appraisal subcommittee
Evaluated BCM and non-BCM appraisal tools
Developed tool aligned with IT Key Values
Partnered with Human Resources
Developed Management Training Program
Streamlined the tool
Performance Appraisal Tool
Purpose: Tie annual performance evaluation to IT Key Values of Innovation, Leadership, Employee
Satisfaction, Customer Service and Teamwork
Section One: Skills related to IT Key Values
Section Two: Commentary on Performance
Individual strengths contributing to successful performance
Areas needing attention to strengthen performance Summary evaluation of contribution
Performance Appraisal Tool
Section Three: Specific items to be addressed in next review period
Job-related and Professional development objectives
Section Four: Employee Feedback
Major job responsibilities and accomplishments Professional goals for next review period Status of goals from last review Comments
Partnering with Human Resources
Services provided by HR
Considering legal implications
Managing volatile situations
Exercising caution when delivering a performance appraisal
Partnering with Human Resources
Judy Garey, BCM Manager of Employee Relations:
“As soon as IT began to consider creating a new andimproved tool for evaluating their employees’performance, they contacted HR. Together, wewent over their objectives and needs, and we in HRadded our special perspective to the mix. They spenta great deal of time in developing a form that wasextremely thorough and well thought out.”
Partnering with Human Resources
Judy Garey, BCM Manager of Employee Relations:
“After a test-run of the first version of the tool, they respondedto feedback about the length and complexity of the form bycoming up with a condensed version that still managed to givethem the information they needed while incorporating goodmanagement principles. And again, they consulted with HR tomake certain that their form complied with BCM policies as wellas being legally sound.”
“In summary, IT and HR effectively worked hand in hand to produce a performance evaluation tool that works well in bothworlds.”
Performance Appraisal Training
Performance Appraisal Process and Appraisal Tool
Tips/Tricks on writing an appraisal
Reference materials – Human Resources and IT Program
Reference book – ‘Effective Phrases for Performance Appraisals – A Guide to Successful Evaluations’ by James E. Neal, Jr.
Performance Appraisal Training
Tips for delivering a performance appraisal
Be prepared (review appraisal prior to the meeting/anticipate questions)
Explain the process to the employee and encourage a dialogue
Actively listen to the employee Provide the employee with time to absorb the
information and ask questions
Performance Appraisal Training
Tips for delivering a performance appraisal
Schedule performance appraisal meetings in a location that is not on your floor
Turn cell phones/pagers, PDA’s off to provide full attention to the employee
Provide a positive approach for jointly addressing areas for development
Project Evaluation
Success continues to be measured by achievement of the project goals:
Use of a consistent tool for performance evaluations
Promotion of open two-way discussions Delivery of annual performance evaluations Creation of a roadmap for continual
improvement Identification of areas for development Acknowledgement of accomplishments
Project Evaluation
Critical Success Factors:
Subcommittee representing all areas of IT Separation of employee evaluation from
annual merit discussion Streamlined tool Realize it is an evolutionary process: Be open
to change
BCM IT Visioning Statement
Knowledgeable, responsiveprofessionals providing innovative
solutions that increaseoperational value
BCM IT Mission Statement
Information Technology is dedicated to enabling Baylor College of Medicine in its pursuit of excellence through
leadership, innovation and outstanding customer service
BCM IT Key Values
Innovation – Ability to identify and evaluate opportunities and apply the most comprehensive solutions to support the College’s initiatives through efficient processes and a secure, reliable, cost-effective environment
Leadership – Exhibit leadership to provide a collaborative environment for continuous improvement in Baylor projects and other initiatives; Understand and promote a consistent process for managing projects within budgeted resources and priorities
BCM IT Key Values
Employee Satisfaction – A productive work environment that promotes open communication, individual growth and team synergy
Customer Service – A responsive and proactive IT environment that provides consistent processes for input and feedback, efficient problem solving and ongoing quality improvement
BCM IT Key Values
Teamwork – IT personnel working collaboratively, both internally and externally, in a proactive and supportive environment to achieve the objectives of the College
Performance Appraisal Success Story
Thank You for Coming!