management excellence

Management excellence

Section 4Section 4Performance Performance Management Management

ProcessProcess

Performance Performance managementmanagement

• Performance management cycle.• Chain reaction.• Performance Management road map.• Performance rating definition.• Summary of the performance development review process.• Performance development review.

Performance management is the systematic process by which an agency involves its employees, as

individuals and members of a group, in improving organizational effectiveness in the accomplishment of

agency mission and goals.

Performance Management Performance Management Is..Is..

Performance Management CyclePerformance Management Cycle

Evaluation

Planning

MonitoringPerformance Improvement

Plan

PlanningPlanning

•Management team Management team meetingsmeetings

•Director/managers meetingsDirector/managers meetings

MonitoringMonitoring

•Monthly MeetingMonthly Meeting•Informal Feedback Informal Feedback • CoachingCoaching

•Midyear review 1Midyear review 1•Midyear review 2Midyear review 2Competencies ChecklistCompetencies Checklist

•Kick-off meetingKick-off meeting•One on oneOne on one

EvaluationEvaluation

Performance Development ReviewPerformance Development Review by the end of the by the end of the yearyear

Performance ImprovementPerformance Improvement PlanPlan

Performance Development PlanPerformance Development Plan

Succession Planning

Axiom Group Strategy

Axiom UAE Objectives

Departmental Objectives

All employees with objectives

Job Specific Competencies Management/Behavioral Competencies Job Skills & PerformancePerformance & Development Review

Assessment Against + Assessment Against + Agreement on Personal Competencies Agreed Objectives Development Plan

Management Development Information

Training & Development

Plan

Recognition & Reward

Axiom UAE Strategy

A Chain A Chain ReactionReaction

Performance Management Performance Management Road MapRoad Map

Have you communicated clear expectations (with measurable outcomes) to employee?

Are you gathering support data?

Are you regularly asking for input and giving feedback?

Have you set the stage for employee to prepare for appraisal meeting?

Have you prepared yourself for the appraisal session?

Have you conducted the appraisal session?

Performance Ratings DefinitionsPerformance Ratings Definitions

score of 4.70~ 5.00 Performance is consistently outstanding and the employee is a role model in living and supporting company vision

score of 3.70 ~ 4.65 Performance is consistently exceeds expectation.

score of 2.70 ~ 3.65 Performance is consistently fulfills expectations.

score of 1.70 ~ 2.65 Performance is below expectations.

score of 0.00 ~ 1.65 Performance consistently does not meet expectations and rapidly below expectations.

Summary of the Performance Development Summary of the Performance Development Review Process (Performance Appraisal) Review Process (Performance Appraisal)

Step I: Arrange Initial Meetings Owner: Manager

Step II: Prepare for Performance Appraisal

Owner : Employee & Manager

Step II: Prepare for Performance Appraisal

Owner: Manager

Step III: Hold Performance Appraisal Meeting

Owner: Employee & Manager

Step IV: Document sent to 2nd line manager

Owner : First line Manager

Step V: Employee informed, & documents sent to HR.

Owner : First line Manager

Step VI: On-going Feedback Owner: First Line Manager

Performance Development ReviewPerformance Development Review

Don’t------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Measurement ErrorsFirst Impression Individual’s performance must be rated evenly during the whole period.Halo Effect An individual may make an overall impression which distorts his/her actual results.Central/Contrast Managers may tend to either rate everything as average or exaggerate differences.Leniency/Harshness Some managers may rate everyone either lower or higher than other managers.Similarity Managers may prefer those employees who are similar to themselves or to someone they admire.

Do------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Be a Coach not a JudgeBe a Coach not a Judge

management excellence

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