Perf. Mgmt.vs Perf. Appra.

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    Performance Appraisals

    VsPerformance Management System

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    Objectives

    Performance Management

    Performance Conversations

    Goal Setting

    Performance Appraisals

    Legal Considerations

    Progressive Discipline Resources

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    An iterative process of observation and

    communication to support, retain and develop

    exceptional employees for organizational success.

    Performance Management

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    Ongoing

    Develops future performance

    Long-term

    Clear objectives

    Focus on behavior

    Incremental progress

    Two-way communication

    Performance Management

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    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

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    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

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    S.M.A.R.T. Goals

    Specific

    MeasurableAttainable/Agreed Upon

    Realistic/Relevant

    Time-bound

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    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

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    Performance Appraisals

    Self-evaluation

    Clear expectations

    Comments

    Supervisory approval

    Optional categories

    Professional development

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    Types of Appraisal Forms

    Exempt

    Exempt Managerial

    Non-Exempt

    Senior Administrator

    Forms are available online at:

    http://www.nova.edu/cwis/hrd/index.html

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    Rating Scale

    4- Excellent (Exceeds Standards)

    3 - Good (Fully Meets Standards)

    2 Acceptable (Usually Meets Standards)

    1 Unsatisfactory (Fails to Meet Standards)

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    Common Mistakes

    Regency

    Central Tendency

    Leniency

    Horns/Halo Effect

    Constancy

    Similarity

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    Legal considerations

    Protected Classes

    FMLA

    Consistency

    Documentation Specific performance issues/behaviors

    Improper, inaccurate or lax record keeping

    Performance appraisals

    Lack of follow-up