Effective Strategies for Results-Based Performance Management
Explore key learnings and best practices in results-based performance management, including fair evaluations, transitioning from old to new appraisal methods, planning employee work effectively, overcoming challenges, and fostering regular communication for success.
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Presentation Transcript
Overview & Key Learnings RESULTS-BASED PERFORMANCE MANAGEMENT Plan Monitor - Evaluate Presentation by Kiergan Pegg, Human Resources Manager BASSC Critical Information Exchange Friday, August 14, 2020
Employees wanted evals that are: fair across employees in same job less about their supervisors opinions and more based on objective performance criteria Enabling telework program pre- Covid Management needed to trust the work was still getting done. 2
Old vs. New Performance Appraisal (old) Performance Management (RPM) Occasional Highly subjective Competency-based Focuses on the past Continuous Data-driven Results-based Forward looking 3
Plan the Work Employee and supervisor complete the Performance Planner: Set performance standards & goals Establish resources needed to achieve goals Create Professional Development Plan Evaluate the Work Monitor the Work 4
PLAN THE WORK Core Responsibilities SMART Goals & Standards Specific Measurable Attainable Relevant Time-based Measurement data Professional Development Plan Not everything that can be counted counts, and not everything that counts can be counted. - A. Einstein 5
Two key challenges Developing standards takes concerted effort and skill Data collection and reporting Best Practices: Develop a champion with the skills and aptitude Keep data gathering simple and close to the employee 6
Plan the Work Employee and supervisor meet regularly: Discuss results to date Remove barriers to achieving standards Review Professional Development Plan Evaluate the Work Monitor the Monitor the Work Work 7
Structure for regular communication Performance conferencing different from case conferencing Core competency for a supervisor 8
Employee owns the data and their own development Come prepared to report on Process Standards Project Goals Professional Development Performance Dashboard or other reporting format 9
Plan the Work Employee and supervisor: Discuss past year s performance Set goals for next period in Performance Planner Review & update Professional Development Plan Evaluate the Work Evaluate the Work Monitor the Work 10
Review past years performance No surprises Clear criteria for exceeding goals Department-wide Standards of Conduct Complete a new Performance Planner Set goals for next performance period Most goals simply carried forward Establishes clear expectations! 11
Two hardest parts: Developing standards takes skill & persistence Gathering & Reporting Data Must have a champion in organization to establish data systems Best Practices: Focus on measures of quality! Keep data collection simple and close to the worker Write it down and it is more likely to get done! 12
The real reason . . . maximum independence and well- being for individuals and families HSD Mission Statement 13
