PerformancemanagementProcess绩效管理流程资料

goals
Share your goal with a partner
Components of Cornell’s PMP
University Mission Unit Values and Goals Department Goals Individual Goals
Criteria for Performance Ratings
PMP Tools:





Performance Dialogue (PD) Individual Goal Alignment worksheet Individual Development Plan (IDP) PMP Instruction Sheet Supervisor e-mail requesting feedback Performance Dialogue Definitions page Rating Scale and Definitions form Performance Level Matrix (Skills for Success) Talent Management Matrix
Create Individual Development Plan (IDP) Utilize rotations and on-campus and off-campus training Talent Discussion (Development)
University Mission Unit Values and Goals Department Goals Individual Goals
○ Delivering Feedback
○ Creating an Individual Development Plan ○ Talent Discussion
○ Close
Effective Performance Management
A comprehensive process maximizing engagement, development, and performance of all employees in the employment lifecycleoal Alignment Activity
Develop one of your own work goals
Planning
Make sure it follows the SMART goal model Tie the goal back to department and unit
Components of Cornell’s PMP
Planning
Establish unit strategy & goals Align goals of employee & unit Determine performance level criteria
Career Development
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Proactively focusing on employee development, talent and succession management
Aligning employee work to department goals and objectives (line of sight), defining and communicating performance expectations regularly Linking performance to compensation, recognition, and rewards
Accountable Administrative Assistant Actions/ Tactics Calendars are accurate Meetings scheduled in a timely manner, within 24 – 48 hours Demonstration of confidentiality Staff’s expectations are met in terms of meeting setup and coordination Maintain office supplies and equipment • • • • Calendars include travel time and are not double booked Meeting coordination is set up within 24-48 hours Confidentiality is never breached Equipment is in working order (printers/copiers have ink) and supplies are stocked
Assessment
On-going feedback Annual PD Talent Discussion (Criteria)
Recognition
Correlate SIP and performance Correlate promotions and bonuses Utilize low-cost, no-cost ideas
February ‘10: Three units rolling out new PMP are trained in how to use the new forms, align goals, assess performance, give feedback, write IDP’s, and develop an understanding of talent discussions. December ‘10: Majority of Administrative staff trained
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• Fully Achieves Expectations • Reliably performs position duties and responsibilities. Fulfills position requirements, established goals and expectations. Solid performance results in valuable contributions to unit goals.
Assessment
On-going feedback Annual PD Talent Discussion (Criteria)
Recognition
Correlate SIP and performance Correlate promotions and bonuses Utilize low-cost, no-cost ideas
Accountable Kathy Burkgren
Actions/ Tactics
Develop a PMP timeline by Nov 1, 2009 to deliver PM: Redesign tools and process based on input from pilot groups by 11.30.09 Present and get input at HR Council by 1.10.09 Determine dates HR Directors desire to deliver training to units For those rolling out the process in spring 2010, train groups by Feb 15
Performance Management Process (PMP)
A comprehensive approach to managing effective performance
Training Agenda and Objectives
○ Overview ○ Goal-Setting ○ Assessing Performance
Developing Goals

Planning
SMART Goal Model
Specific
Measureable
Accountable Realistic
Time-bound
Goal Template
FY10 Goal 2.5 Objective
Planning
One university Performance Management Process (PMP) where all administration staff are using the same processes, tools, and language. Finish revisions to the first pilot Performance Management Process (PMP) and roll out the PMP model, performance management tool, and training to a larger campus audience.
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Remaining flexible, efficient, measurable, fair, and transparent
Components of Cornell’s PMP
Planning
Establish unit strategy & goals Align goals of employee & unit Determine performance level criteria
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Assessment
• Fails to Achieve Expectations • Does not fulfill position requirements. Performance improvement plan must be developed and monitored; or termination must be initiated. • Needs Improvement • Fails to meet one or more of the significant position requirements. Requires improvements in areas noted. Performance improvement plan must be developed and monitored.
Deliverable
Goal Template
FY10 Goal Objective Coordination Support for University OD/OE Initiatives
Planning
Enable OD/OE team to deliver services to campus in a timely and seamless manner
Career Development
Create Individual Development Plan (IDP) Utilize rotations and on-campus and off-campus training Talent Discussion (Development)
University Mission Unit Values and Goals Department Goals Individual Goals
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• Frequently Exceeds Expectations • Performs beyond expectations in a majority of position duties and responsibilities. Proactively meets and predominantly exceeds position expectations – making a significant contribution to the overall achievement of unit/department goals.