talent management director of talent and development –amanda andrus specialist of training and...
TRANSCRIPT
Talent Management
• Director of Talent and Development– Amanda Andrus
• Specialist of Training and Orientation– Kelli Simkus
• Specialist of Performance Management /Career Planning – Bob Schlaud
Mission Statement
To achieve organizational success through talent by making effective hiring and talent managements decisions using our employees selection and Talent Management assessments. To achieve the best possible business results with employee selection, development and talent management solutions that incorporate the latest research and technology
Talent Management
Best Practices• Leadership Development is a top priority
and deeply engrained into our culture• Promotion from within policy• Continuous assessment of training needs
and feedback (360 degree)• Individual development plans linked to
succession planning process
Talent Management
Best Practices Cont.
• Job Rotation and Internal transfers as career development tools
• Line Manager involvement (coaching & mentoring
• Use of job rotation system and internal talent marketing
Talent Management
Talent Management
• New Employee Orientation
• Training
Talent Management
Learning Organization
• Shared Information
• Culture
• Leadership
Talent Management
Developmental Strategies
• Assessment Centers
• Psychological Testing
• Performance Appraisals
Talent Management
• Management Qualities
• Quality Decision Making Skills
• Technical Skills
• Ability to build & lead Teams
• Results Orientated
• Orientation 5 Day Program– Provide Organization and Job Details
• Day 1
– Rotation Training• Days 2-4
– Group Exit • Day 5
Talent Management
• Training– Initial – Off Season Training
• New Hire• Cross Training
– Management • Internal • Fast Track
– Re-certifications
Talent Management
• Evaluation Process
APA Annual Performance Appraisal
• Annual (Year End) Review
• Quarterly Communication Meetings
• Career Development
Talent Management
• 5 Step Annual Evaluation– Well Structured Process– Well Written Goals with Measurable Targets– Rating Scale– Development– On-Going Review Process
Talent Management
• Appraiser Skills– COACH Format
• Create
• Obtain
• Add
• Clarify
• Help
Talent Management
• By acting as a coach, a manager promotes an employees’ self-discovery and clearly identifies objectives to produce a shared understanding and commitment to greater productivity
Talent Management
CAMP AWESOME
ANNUAL PERFORMANCE APPRAISAL
Associate Name:Last: First:Associate Title: Review Period: / / to / /Supervisor’s Name:Supervisor’s Title:
• Mission Statement: To achieve organizational success through talent by making effective hiring and talent managements decisions using our employees selection and Talent Management assessments. To achieve the best possible business results with employee selection, development, and talent management solutions that incorporate the latest research and technology
• Key Objectives:• 1: Customer Service• Customer satisfaction will be measured by Zero customer complaints and performance
related to both individual and team performance. Customer satisfaction will be based on survey results to evaluate service. Overall rating based on scoring system: 5 rating = O, 4. rating = VG, 3 rating = G, 2 rating = NI and less than 2 = U. Customer satisfaction will be directly related to the customer's willingness to return to Camp Awesome for future visits.
• 2: Safety• Performs daily job responsibilities "accident and injury free". The expectation for good
performance will be zero avoidable vehicle accidents (if applicable) and zero avoidable recordable injuries. Demonstrates a proactive approach towards safety and health in compliance with all governmental and customer regulations in the areas of HAZCOM, ECP/ICP, JACHO,HIPAA, substance abuse/drug free workplace, standards of ethical business conduct protocols. The timely completion and submission of Safety training will also impact performance in this area. Participation in completion of required safety meetings and medical testing.
• 3: Attendance:• Attendance will be measured by the frequency of absence and the timeliness of
reporting out to supervision. Zero absences per quarter will be considered outstanding, one absence per quarter will be considered very good, two absences will be considered as good, dependent upon report out timeliness. Three absences per season will be considered needs improvement and anything greater will be considered unacceptable. Consideration will be given for absences covered under one of the Company's medically-related time off programs (workers compensation, short-term disability, FMLA, etc).
• 4: General Housekeeping: Maintain facilities, equipment, and vehicles (if applicable) in an organized and clean manner, in accordance with site management and company policies and governmental regulations. This includes adherence to posted cleaning schedules.
OVERALL COMPETANCY RATINGSCOMPETANCY ANNUAL RATING SUPERVISOR COMMENTS
» Assoc Supvr
• Team Player _____ _____ ______________________________• Communication _____ _____ ______________________________• Integrity _____ _____ ______________________________• Creativity_____ _____ ______________________________• Vision _____ _____ ______________________________Exceeds Expectations = 5 Meets Expectations = 3 Does not meet
Expectations = 1
Career DevelopmentAssociate 1 Year Goal:
____________________________________________________________________________________________________________________________________________________________________________________________
Associate 5 Year Goal: ____________________________________________________________________________________________________________________________________________________________________________________________
Supervisor’s Comments:___________________________________________________________________________________________________________________________________________________________________________________
Associate Signature: __________________________________Date:_______________________
Managers Signature:_________________________________ Date:_______________________