8/8/2019 Perf. Mgmt.vs Perf. Appra.
1/13
Performance Appraisals
VsPerformance Management System
%-1-8
8/8/2019 Perf. Mgmt.vs Perf. Appra.
2/13
Objectives
Performance Management
Performance Conversations
Goal Setting
Performance Appraisals
Legal Considerations
Progressive Discipline Resources
%-1-8
8/8/2019 Perf. Mgmt.vs Perf. Appra.
3/13
An iterative process of observation and
communication to support, retain and develop
exceptional employees for organizational success.
Performance Management
%-1-8
8/8/2019 Perf. Mgmt.vs Perf. Appra.
4/13
Ongoing
Develops future performance
Long-term
Clear objectives
Focus on behavior
Incremental progress
Two-way communication
Performance Management
%-1-8
8/8/2019 Perf. Mgmt.vs Perf. Appra.
5/13
Why ManagePerformance?
People want to feel what they do adds value and understand
their contribution to the team
Curb or redirect non-productive activities
Encourage and reward behaviors that are aligned with
organizational mission and goals
%-1-8
8/8/2019 Perf. Mgmt.vs Perf. Appra.
6/13
PERFORMANCE ASSESSMENT GUIDE
Job Standards areCommunicated
Are job standardsbeing achieved?
Employeereceives feedbackon performance
Supervisorinvestigates reasons
Performance PlanningWorksheet may be
developed or modified
Discipline may
be imposed
Are job standardsbeing achieved?
No
No
Yes
Yes
%-1-8
8/8/2019 Perf. Mgmt.vs Perf. Appra.
7/13
S.M.A.R.T. Goals
Specific
MeasurableAttainable/Agreed Upon
Realistic/Relevant
Time-bound
%-1-8
8/8/2019 Perf. Mgmt.vs Perf. Appra.
8/13
Regular Performance Conversations
Communicate accountability, compassion, integrity and respect
Increase alignment between actions and mission
Identify strengths, concerns and areas for future development
Are direct and eliminate surprises
Focus on examples ofbehavior vs. value judgments
Describe desired behaviors
Encourage employee to devise solutions and ask for necessary
resources
Identify employee goals
Ask for commitment and set follow-up dates
%-1-8
8/8/2019 Perf. Mgmt.vs Perf. Appra.
9/13
Performance Appraisals
Self-evaluation
Clear expectations
Comments
Supervisory approval
Optional categories
Professional development
%-1-8
8/8/2019 Perf. Mgmt.vs Perf. Appra.
10/13
Types of Appraisal Forms
Exempt
Exempt Managerial
Non-Exempt
Senior Administrator
Forms are available online at:
http://www.nova.edu/cwis/hrd/index.html
%-1-8
8/8/2019 Perf. Mgmt.vs Perf. Appra.
11/13
Rating Scale
4- Excellent (Exceeds Standards)
3 - Good (Fully Meets Standards)
2 Acceptable (Usually Meets Standards)
1 Unsatisfactory (Fails to Meet Standards)
%-1-8
8/8/2019 Perf. Mgmt.vs Perf. Appra.
12/13
Common Mistakes
Regency
Central Tendency
Leniency
Horns/Halo Effect
Constancy
Similarity
%-1-8
8/8/2019 Perf. Mgmt.vs Perf. Appra.
13/13
Legal considerations
Protected Classes
FMLA
Consistency
Documentation Specific performance issues/behaviors
Improper, inaccurate or lax record keeping
Performance appraisals
Lack of follow-up