Performance Excellence

Transcription

1 Performance Excellence 1

2 Training Agenda UA s New Approach Plan Phase Employee or Supervisor Initiate the review Supervisor meets, listens, and sets expectations Perform Phase Employee performs during performance period Supervisor mentors and coaches during performance period. Evaluate Phase Employee self-assesses Supervisor assesses Discuss and Finalize 2

3 UA s New Approach 3

4 In a public survey Deloitte conducted recently, more than half the executives questioned (58%) believe that their current performance management approach drives neither employee engagement nor high performance. They, and we, are in need of something nimbler, real-time, and more individualized something squarely focused on fueling performance in the future rather than assessing it in the past. ~Reinventing Performance Management by Marcus Buckingham and Ashley Goodall, Harvard Business Review, The 2015 April Issue. 4

5 A manager s role is to reach inside each employee and release her [or his] unique talents for performance. -First break all the rules 5

6 What Great Managers Do 6

7 Effective Communication Skills 7

8 The Evolution of UA s Performance Management 8

9 New Performance Review Process PLAN Set Goals Employee answers questions, sets draft goal(s) PERFORM Review Expectations Employee and supervisor collaborate EVALUATE Performance Period Employee Rating Supervisor Rating Maximum of 1 year, ideal 90 days Performed by employee Performed by supervisor Discuss Ratings Employee and supervisor Complete 9

10 PLAN PHASE: Employee/Supervisor Click on Employee Services Dashboard. Single Sign on with your ua username and password 10

11 PLAN PHASE: Employee/Supervisor Employee 11

12 PLAN PHASE: Employee Two Selections: Performance Review Performance Review (Supervisory) 12

13 PLAN PHASE: Supervisor Two Options: Start a performance review for your employee View the employee initiated review Two Selections: Performance Review Performance Review (Supervisory) 13

14 PLAN PHASE: Employee [Employee] 14

15 PLAN PHASE: Employee Input 4 questions asked for the employee to answer: What are some accomplishments from last review period? What strengths and talents would you like to develop/use more? Do you feel you have the tools to do your job effectively? Are there barriers you face that we can work to reduce? 15

16 PLAN PHASE: Employee Review Competencies 16

17 PLAN PHASE: Employee Review Competencies 17

18 PLAN PHASE: Employee Set Work Goal(s) 18

19 PLAN PHASE: Employee Reviews Training 19

20 PLAN PHASE: Training Assignments (Still a work in progress) Employee and Supervisor can see what the employee has in progress and completed. Employee and Supervisor can quickly add training, if needed. 20

21 LEARNING LIBRARY 21

22 PLAN PHASE: Employee Development Goal 22

23 PLAN PHASE: Summary & Next Steps 23

24 PLAN PHASE: Supervisor (After Employee Initiates) 24

25 PLAN PHASE: Supervisor/Employee Meeting 25

26 PERFORMANCE PHASE: Supervisor/Employee [Employee] 26

27 PERFORMANCE PHASE 27

28 EVALUATE PHASE: Employee [Employee] 28

29 EVALUATE PHASE: Employee Rates Self Employee Only three ratings: Needs Improvement Meets Expectations Exceeds Expectations 29

30 EVALUATE PHASE: Employee Rates Self Employee Employee Employee Supervisor 30

31 EVALUATE PHASE: Supervisor Supervisor 31

32 EVALUATE PHASE: Supervisor Rates Supervisor Employee Comments required if rating is needs improvement. 32

33 EVALUATE PHASE: Supervisor Review Do NOT hit Go to next step! Wait and schedule meeting with employee. Print the review and discuss with employee. [Employee] [Supervisor] Take notes and go back to add/change anything needed. NOW push Go to next step 33

34 COMPLETION PHASE: Employee Acknowledges [Employee] 34

35 COMPLETION PHASE: Summary [Employee Name] [Supervisor] [Employee Title] 35

36 36

37 THANK YOU 37