Employee Training Participant Workbook
|
|
- Erick Clark
- 5 years ago
- Views:
Transcription
1 Employee Training Participant Workbook
2 Welcome to Training on EPMP Today s course is focused on introducing you to the Employee Performance Management Process (EPMP) and preparing you to partner with your manager to build success. We will discuss why DPS has invested in the EPMP, what EPMP involves, and how effectively practicing EPMP can benefit you. Like all training, you will take away what you put in so ask questions, actively participate and get ready to make EPMP a reality for DPS. Course Goal The goal of this training is to equip DPS employees with the skills and tools needed to effectively practice the Employee Performance Management Process (EPMP). Learning Objectives Recognize what EPMP is and its role in employee and District success Identify the parameters and timing of the EPMP cycle Apply DPS Success Factors to your job Create well written, aligned, SMART goals Your Resources Participant Workbook and Employee s Guide You have two takeaway resources to use during and after the course. 1. Participant Workbook: This is the workbook in your hands. It s purpose is to provide you with a place to capture your notes, thoughts and ideas as we move through the course. 2. Employee Guide: This is the reference guide for EPMP. It contains processes, tips, tools, and examples. You can reference this guide to answer your questions and help you practice EPMP effectively in your job. 1
3 EPMP - The Three Key Questions Why is DPS moving to the Employee Performance Management Process? What is EPMP and how does it work? How will EPMP help you be even more successful? What makes you excited about coming to work each day? What engages you? 2
4 Employee Commitment Rational Commitment = Org serves financial, professional, development needs = Retention Emotional Commitment = Employee values and believes in job, manager, team, org = Performance Source: Corporate Leadership Council What is your degree of rational commitment? What is your degree of emotional commitment? What are their primary elements? 3
5 Building Emotional Commitment Organization Compelling mission & vision Manager Clearly articulates expectations Employee Understands connection between work & org goals Clear goals and strategies Leadership credibility Enables & empowers employees to perform Cares about employees as individuals Motivated to perform Accountable for performing A key element of effective performance management is building emotional commitment. It can make the difference in connecting your contributions to the team s purpose and the District s goals, and being motivated to higher performance. Emotional commitment is three times more powerful than rational commitment in driving performance! What can you do to build your emotional commitment? 4
6 Linking to the DPS Vision We will lead the nation s cities in student achievement, high school graduation, college preparation, and college matriculation. Our students will be well prepared for success in life, work, civic responsibility and higher education. DPS Board of Education How can I contribute to achieving the DPS Vision? Notes on Wildly Important Goal video 5
7 Where Performance Management Fits In Defines district objectives and direction BOE Achievement Policy & Theory of Action What are our beliefs? Outlines measures for performance and accountability. District Goals (5 Year Performance ) How will we measure success? Provides the necessary strategies and initiatives to meet district goals Action Plan (Denver Plan 2009) What plans will get us to the goals? Performance Management Concrete Initiatives Milestones & Metrics 6
8 The Working Team A working team of senior leaders collaborated on the design of our Employee Performance Management Process. The Team took into account the District s strategic goals as well as best practices in various areas of DPS and what would best support our desired culture. Susana Cordova Trena Deane Ed Freeman Brett Fuhrman Pauline Gervais Brad Jupp Cheryl Karstaedt Joe Sandoval Shayne Spalten Executive Director - Teaching and Learning Executive Director - Facilities Management Chief Technology Officer Chief Financial Officer Executive Director - Transportation Senior Academic Policy Advisor Executive Director Student Services Instructional Superintendent Chief Human Resources Officer/EPMP Executive Sponsor 7
9 EPMP Framework District Goals Action Plan Group Goals (COO/CAO/Superintendent) Department/Division Goals DPS Success Factors Put Students First Achieve Results Deliver Excellent Service Collaborate Make Change Happen Team Goals Individual Goals There are two primary components to EPMP: individual goals and Success Factors. Individual goals define expected results, outcomes that support higher-level goals. They define the what is to be accomplished. Success Factors define the how. They are the behaviors and actions that drive our success. 8
10 Imagine If Each Staff Member Is... Aligned around clear strategies to achieve our mission and goals Focused on those things most directly linked to student achievement and growth Empowered by clear goals and expectations Accountable and rewarded for results Developing capabilities most important to district success This is the power of EPMP. How would the District be different if every employee was aligned, focused, empowered, accountable, and continually developing? EPMP is about focusing each one of us on the right things and empowering us to perform. It connects employees to goal achievement and provides an important foundation for professional development. You play a critical role in EPMP. You are the link between the district s goals and the results we must accomplish to achieve those goals. Employee success builds success for DPS. EPMP takes Performance Management to the next level. It is a Key Strategy to Achieve DPS s Goals by Aligning employees, Empowering them to perform and holding them Accountable for results. 9
11 Employee Performance Management Process (EPMP) Performance Planning On Going Dialogue Feedback Coaching Performance Evaluation Mid-Year Checkpoint 10
12 The EPMP Cycle (Aug 1 Oct 31) Performance Planning On Going Dialogue Feedback Coaching Performance Evaluation Mid-Year Checkpoint (Aug 1 Oct 31) (Jan 15 Mar 1) EPMP Phase I Implementation Events Date Performance Planning Training September/October 2009 Cascading Goal Setting in Departments August/September/October 2009 All Goals/Performance Plans Completed October 31, 2009 Mid-Year Checkpoint Meetings January/February 2010 Annual Performance Evaluations Submitted to Leadership September 15, 2010 Performance Evaluations Finalized and Communicated to Employees October 31,
13 EPMP Parameters The Must-Dos Annual, documented goal setting and performance review process, including mid-year checkpoint Standardized cycle/timing Cascading goal-setting process Standard form and rating scale Performance calibration process within departments/divisions Co-accountability The 3 Key Forms Performance Planning and Evaluation Form Employee Performance Planning and Self-Evaluation Form Mid-Year Checkpoint Form Roles and Responsibilities A key tenet of EPMP is co-accountability; it is a partnership between you and your manager. EPMP is an ongoing process grounded in two-way dialogue. You are an active participant in the process. The EPMP Toolkit outlines your role and responsibilities in each part of the process. 12
14 EPMP Guide and Toolkit Exercise Use your EPMP Guide and Toolkit to answer the following questions. Please indicate the page number(s) that guided you to the answer. 1. What form is required to be submitted for all exempt central office employees by 10/31/09 to complete the Performance Planning stage of EPMP? a. Mid-Year Checkpoint Form b. Performance Planning and Evaluation Form c. Employee Performance Planning and Self-Evaluation Form d. Prioritizing Goals Worksheet Page(s) with the answer 2. What recommended, but not required, form is suggested to be completed by all employees as a Performance Planning tool? a. Mid-Year Checkpoint Form b. Performance Planning and Evaluation Form c. Employee Performance Planning and Self-Evaluation Form d. Prioritizing Goals Worksheet Page(s) with the answer 3. How many levels are there in the Performance Rating Scale? Page(s) with the answer 4. Part of the employee s role is to request a mid-year checkpoint meeting, if necessary. True False Page(s) with the answer 5. The required components of the Performance Plan, for all employees, are a. Goals, Success Factors, Additional Performance Factors, and People Management b. Goals and People Management c. Goals and Additional performance Factors d. Goals and Success Factors Page(s) with the answer 6. At the end of the year, your performance is evaluated against your Performance Plan. True False Page(s) with the answer 13
15 Performance Planning Performance planning is a collaborative process. No one knows your job and how you can contribute better than you! Your participation in the process is important to ensure goals are realistic and expectations are clear. It is also important to ensure agreement on how success will be measured, and to discuss what resources and support will be required to achieve your goals. Performance planning sets employees up for success. It ensures your contributions are the most important ones to support district goal achievement and enables you to continuously develop in your role. There are 3 components to Performance Planning Setting Team Goals Individual Performance Planning Success Factors 14
16 DPS Success Factors Put Students First Achieve Results Deliver Excellent Service Collaborate Make Change Happen DPS Success Factors define who we are as an organization, what we stand for, and stand on. They are performance expectations for all employees. If all employees demonstrate these actions, we will have a far better chance of achieving our goals. The Success Factors were developed by the Working Team and finalized by the Superintendent, Chief Operating Officer, and Chief Academic Officer. The EPMP Guide details representative actions for each Success Factor. They will be most meaningful if you define them in the context of your work. What does each Success Factor look like in action? Success Factor Put Students First Achieve Results Examples Collaborate Deliver Excellent Service Make Change Happen 15
17 Cascading Goals A key objective of performance planning is goal alignment. For DPS, goal alignment starts with the District Goals defined by the Board of Education. The Action Plan defines the district s strategies for achieving District Goals. To achieve the goals, the district needs to break them down into more manageable pieces discrete outcomes that a department/division can realistically accomplish. Each of those outcomes then needs to be broken down further into outcomes that teams and individuals can realistically accomplish. That s called "cascading goals" and it provides an important foundation for the EPMP performance planning process. Sample of Cascaded Goals District Goal (5 Year) Student Performance Goal Action Plan (Denver Plan 2009) Group Goal (COO/CAO/Supt) Great People Create a meaningful system of recognition and rewards for driving student achievement Increase absolute results and positive change over time on Principal Surveys to improve service to schools Department/ Division Goal Improve program support to increase satisfaction and participation in ProComp Team Goal Improve Opt-In experience for teacher customers to increase enrollment and customer satisfaction Individual Goal Collaborate with DoTS to implement automated solution for Opt-In process 16
18 Well Written Goals Define specific outcome to be achieved Articulate the action that will be done to achieve the outcome Identify how the achievement will be measured Step 1 Action and Outcome o Articulate what Action is required in order to achieve the Outcome o Define the Outcome to be achieved Example Transition Sub Finder source data changes to school secretaries (Action) to streamline Guest Teacher processing (Outcome). Develop a Goal Statement. Think about the outcome, or desired result, you want to accomplish and the best action to get you there. Action in order to Outcome 17
19 Well Written Goals Step 2 Performance Indicators o Identify specific Performance Indicators that will measure successful achievement of the goal Balancing qualitative and quantitative measures will provide the most accurate assessment of performance. Ideally, Performance Indicators are objective and measurable, but not everything can be quantified. They should reflect what s important, and may require observation and judgment. Action in order to Outcome as measured by Performance Indicators Examples Supervisor observes comfort level and competence in intermediate skill functions Principal Survey satisfaction results increase 10% on April 2010 report Using the Action/Outcome statement you developed on the previous page, determine appropriate Performance Indicators. as measured by Performance Indicators Performance Indicators 18
20 Well Written Goals Step 3 Apply the SMART Test o Apply the SMART Goals attributes to test the strength of the goal S Specific Describes exactly what you want to achieve M Measurable Defines how you will know when the goal has been achieved A Achievable Realistic in terms of knowledge/skills and resource requirements R Relevant Tied to key department/division or district priorities T Time Bound Defines specific end-date Apply the SMART Test to the goal you ve written. Revise the goal as needed. S M A R T 19
21 Goal Practice Write a development goal for yourself. The following questions may help you create the goal. - What do you need to develop to improve your success? - What can you do to expand your contributions within the team? - What opportunities exist to develop or expand knowledge, skill, or ability in areas that benefit the function or team? Action in order to Outcome as measured by Performance Indicators SMART? 20
22 Goal Setting Tools The following tools are available in the EPMP Toolkit to assist you with Performance Planning. Documenting Goals Provides guidance on writing goal statements, defining performance indicators, aligning with higher-level goals, and assigning goal weight. Creating Goal Alignment Provides information and examples of goal alignment. Stretch Goals Information on ensuring that goals are challenging but attainable. SMART Goals The SMART model ensures that goals are documented in a way that both manager and employee are working from the same definition of the expected result. Prioritizing Goals This tool helps you identify 3-5 critical goals. Translating Goals into Action Provides an Action Planning template to help you, and your employees, define specific steps, resources, and milestones to accomplish a goal. 21
23 EPMP Support Contacts Your manager Department/Division Head EPMP Online Information EPMP Guide and Toolkit, articles, and forms can be found online in two locations EPMP Team Support Brad Grippin, Director, Total Rewards Janet Flynn Manager, Performance Management & Training Leslie Juniel Training Logistics Lead Denise Parker Training Content Lead Training ~ Just-in-time support Performance Planning (Now!) Mid-Year Checkpoint Performance Evaluations 22
24 Next Steps - What Will You Do? Make a few commitments to yourself about managing your performance and increasing your success. Start Stop Continue 23
Employee Performance Management Process. Management Training Participant Workbook
Employee Performance Management Process Management Training Participant Workbook Welcome to Training on EPMP Today s course is focused on preparing managers for the immediate implementation of the DPS
More informationEmployee Performance Management Process
Employee Performance Management Process Summer 2009 EPMP GUIDE: CONTENT Introduction... 4 Overview... 5 DPS Commitment to Performance Management... 6 Employee Performance Management Process (EPMP) Defined...
More informationEmployee Goal Setting Brief
2012 13 Employee Goal Setting Brief Goal Setting Brief Contents The Goal Setting Process Information about the 2012 13 Goal Setting Form Key Changes for 2012 13 Effective Goal Setting Setting Priorities
More informationMaking the Performance Evaluation Process Meaningful. Jen Rick Ryan Armsworthy James Kohan
Making the Performance Evaluation Process Meaningful Jen Rick Ryan Armsworthy James Kohan Objectives What is Performance Management? Setting Plan for Completion and Common Challenges Review of the Process
More informationCY2017 Objective Setting. Feb 2017
CY2017 Objective Setting Feb 2017 1 CY2017 Objective Setting 1 6 Feb Finalize CY17 BU/Regional/Functional Objectives 6 10 Feb HR communication sessions 6 28 Feb Employee can start to create their objectives
More informationTable of Contents COMP Toolkit 1 mmsd.org/comp
2017-18 Table of Contents COMP Overview... 2 Annual Cycle... 3 2017-18 Departments... 4 Step 1: Complete COMP Template... 5 Step 2: Finalize and Post COMP... 8 Step 3: Monitor Progress... 9 2017-18 COMP
More informationCareer Management System (CMS) Overview
2017-2018 Career Management System (CMS) Overview CMS Training Session Objectives By the end of today s session, you will be able to: Describe the components of the 2017-2018 board appraisal cycle Articulate
More informationSMART Goals: A How to Guide
SMART Goals: A How to Guide 1 Table of Contents What are SMART Goals?... 3 What is the SMART criteria?... 3 How do I decide the right scope for my SMART Goals? (How big? How many?)... 3 Where to start?...
More informationYour Guide to Individual Development Planning
Your Guide to Individual Development Planning Introduction A commitment to continuously learning and developing knowledge and skills that are valued by the University opens the door to career options and
More informationMaking the Performance Evaluation Process Meaningful. Human Resources
Making the Performance Evaluation Process Meaningful Human Resources Objectives Designing a Meaningful Performance Management Process 90 Day Probationary Evaluation Annual Performance Evaluation & Policy
More informationWelcome. Engaging First-line Leaders Developing an Communication Protocol
Welcome Engaging First-line Leaders Developing an Communication Protocol. All rights reserved Agenda 8:00 8:45 Review of assignments 8:45 11:30 Engage your First-line Leaders Creating a Communication Protocol
More informationPerformance and Professional Growth Systems
Performance and Professional Growth Systems Non-Instructional Staff For use by Supervisors, Managers, Directors, Principals, and Superintendents Who Supervise Non-Instructional Employees (both salaried
More informationTalent Review and Development Process: A Step-by-Step Guide
Talent Review and Development Process: A Step-by-Step Guide Context and introduction Developing leadership in the home office is one of the most important and valuable things you do as an organization.
More informationGuide to Writing SMART Objectives
Performance Development Review Guide to Writing SMART Objectives Introduction: How to write SMART objectives Inspiring People, Changing the World, the University Strategy 2015 2020 sets out our ambitions
More informationPrincipal Selection Process. Office of Human Resources. October 2016
Principal Selection Process Office of Human Resources October 2016 1 Strategic Goals Leadership transitions provide opportunities for organizational growth and development. In the field of education, choosing
More informationHOW TO START A HIGH-IMPACT MENTORING PROGRAM
THE BENEFITS OF MENTORING Looking to start a mentoring program? That s great. Mentoring is a proven approach to drive rich learning and development for both mentees and mentors. Mentoring also benefits
More informationPerformance Development Framework. A Guide for Staff and Supervisors Part A
A Guide for Staff and Supervisors Part A hr.unimelb.edu.au/pd/performance/pdf 2 The University of Melbourne 2011 TABLE OF CONTENTS 1. INTRODUCTION... 4 2. PERFORMANCE DEVELOPMENT FRAMEWORK... 6 2.1 STRATEGIC
More informationBELLEVILLE PUBLIC SCHOOLS Director of Operations/Chief Talent Officer
Department: Central Office Reports to: Superintendent of Schools Number of Days: 12 Months Security Access: District Current Date: 2016 Overtime Status: Exempt Overview: BELLEVILLE PUBLIC SCHOOLS Director
More informationDeltek Insight 2016 Managing Your Change FAST. Andrea Caro November 14, 2016 OCM Lead/Deltek University
Deltek Insight 2016 Managing Your Change FAST Andrea Caro November 14, 2016 OCM Lead/Deltek University Greetings 1. Your Name 2. Your Organization and Role 3. One interesting fact about yourself 4. Tell
More informationPerformance Planning Guide. Version: 2.1 Last Updated: April 2015
Performance Planning Guide Version: 2.1 Last Updated: April 2015 Table of contents Performance planning: Staff development and feedback at Ryerson University... 2 Introduction... 2 Our Time to Lead: Ryerson
More informationMinnesota Literacy Council AmeriCorps VISTA. New Project Application
Minnesota Literacy Council AmeriCorps VISTA New Project Application 2017-18 The online application form is located at www.tfaforms.com/452761. You may reference the content of the online form in this document,
More informationLoyola Schools OFFICE OF STUDENT ACTIVITIES
Loyola Schools OFFICE OF STUDENT ACTIVITIES concrete translation of the thrust and vision milestones set by the organization target output (for the school year) What differentiates Atenean student leaders
More informationPerformance Management Behaviors that Matter
2011 Performance Management Behaviors that Matter Why do most performance management systems fail to actually improve performance? PDRI s research has shown that effective performance management is not
More informationCHIEF TRANSFORMATION OFFICER
Being part of a dynamic, growing organization offers an exciting career path full of opportunity. TransForm Shared Service Organization, a nonprofit, unique, innovative, results-driven organization that
More informationLeadership Competencies. Level 3. Self-Assessment Tool
Leadership Competencies Level 3 Self-Assessment Tool August 2006 August 2006 Page 2 UVIC Competency Self-Assessment Guide This competency self-assessment is designed to help you identify your strengths
More informationPerformance Management Professional Keys Effectiveness System (PKES)
Performance Management Professional Keys Effectiveness System (PKES) Growth & Opportunity What is Performance Management? Performance Management = The process of maintaining or improving employee job performance
More informationStrategic Plan Planning Template
Community College of Allegheny County Strategic Plan 2006-2011 Planning Template Revised 11/29/05 Instructions I Mission No action required What is a mission statement? (from June 05 board retreat) communicates
More informationJOB DESCRIPTION. Evaluation Type Assistant Principal. FLSA Exempt. Date Revised May 2018
IMPORTANT NOTE: Interested applicants should first apply to the AP P2P Pipeline posting, after which successful applicants will be admitted into the AP P2P Pipeline. Upon admission into the AP P2P Pipeline,
More informationPERFORMANCE MANAGEMENT CONVERSATION GUIDE
PERFORMANCE MANAGEMENT CONVERSATION GUIDE TOOL FOR /COLLEAGUE PERFORMANCE CONVERSATIONS PURPOSE This document describes the various types of conversations managers may have with colleagues with regard
More informationThe superintendent routinely considers school or corporation goals when making personnel decisions.
1.0 Human Resource Manager The superintendent uses the role of human resource manager to drive improvements in building leader effectiveness and student achievement. 1.1 The superintendent effectively
More informationThe Role of Data in Nonprofit Storytelling Strategy? Presenter: Kerri VanMeveren Amazing Traditions, LLC
The Role of Data in Nonprofit Storytelling Strategy? Presenter: Kerri VanMeveren Amazing Traditions, LLC Why Does Data Storytelling matter? Data storytelling is the process of translating data analyses
More informationSurviving and Thriving in Times of Constant Change
Surviving and Thriving in Times of Constant Change Brought to you by the Schedule 2 Employers Group October 9, 2013 Workbook & Tools Table of Contents Taking Stock Circle of Influence Four Common Responses
More informationThe Service Culture Handbook! Toolkit!
The Service Culture Handbook Toolkit Tools to help implement concepts from The Service Culture Handbook. To order a copy of the book, go to www.serviceculturebook.com Table of Contents Introduction 3 Chapter
More informationUAB Performance Management 07/03/2018. Title Page 1
UAB Performance Management 07/03/2018 Title Page 1 Performance Management at UAB 3 What is Performance Management? 3 Performance Management and Employee Engagement 4 UAB Success Model 5 Performance Management
More informationCulture Transformation Pre-Transformation Planning Worksheet
Culture Transformation Toolkit Pre-Transformation Planning Worksheet The following worksheet provides a Personal Workshop. Reflecting on, and then answering these key questions will move you well along
More informationHow to Implement a Goal-Setting System
How to Implement a Goal-Setting System By The Travel Institute 1 The Travel Institute Overview In this paper, you ll learn what goals are, how to write clear goals, and how to set performance goals for
More informationA school district uses the criteria to improve employee satisfaction and engagement
A Journey Guided by Baldrige A school district uses the criteria to improve employee satisfaction and engagement by Amanda Hankel Susan Muenter, HR director at the Pewaukee School District in Wisconsin,
More informationCOACHING USING THE DISC REPORT
COACHING USING THE DISC REPORT TAKING THE NEXT STEP Congratulations! You ve taken the first vital step in showing that you are a champion in your organization that wants to make a difference. Your employees
More informationSetting Goals that Matter: Alignment SIMple Goals Cablevision Competencies Rating Definitions
Setting Goals that Matter: Alignment SIMple Goals Cablevision Competencies Rating Definitions Introduction Cablevision is creating a new performance management process with four goals: Aligning our work
More informationInspiring Others to Lead. Wayne Guthrie Chief Human Resources Officer, UW Madison
Inspiring Others to Lead Wayne Guthrie Chief Human Resources Officer, UW Madison What is leadership? An act, rooted in values and competencies Flexible, responding to each unique context or situation Contributes
More informationThe Corndel Leadership and Management Diploma: Unit 1. Leading and Managing a Team
The Corndel Leadership and Management Diploma: Unit 1 Leading and Managing a Team 2017 Corndel Limited. All rights reserved. 2 The Corndel Leadership And Management Diploma: Unit 1 Table of contents Chapter
More informationBalanced Scorecard Master Professional (BSMP) Certification Application Course
A Global Partner Of: In Association With: Balanced Scorecard Lead A Balanced Scorecard Planning And Management System Implementation Course Benefits: Please ensure you meet the necessary Prerequisites
More informationA Guide for Writing S.M.A.R.T. Goals
A Guide for Writing S.M.A.R.T. Goals What are S.M.A.R.T. Goals? Statements of the important results you are working to accomplish Designed in a way to foster clear and mutual understanding of what constitutes
More informationDeveloping Locally-Determined Goals Aligning to the Vision for Success
Developing Locally-Determined Goals Aligning to the Vision for Success PROCESS AND TIMELINE There are two firm deadlines associated with the local goal-setting process: By December 15, 2018: Districts
More informationOutcome Based Management
Outcome Based Management Leisure Development Course Vernon, 2013 Presenter: Deb Comfort Welcome & Introductions Share with your group: (Month of Birth) Your name, position and agency Where would you be
More informationLaying the Groundwork for Successful Coaching Efforts
B e t h e t e a m o f c h o i c e f o r e d u c a t i o n, d i s c o v e r y a n d h e a l t h c a r e. Laying the Groundwork for Successful Coaching Efforts Your Guide for Developing Effective Coaching
More informationOperational Outcomes Assessment for Academic Units
Operational Outcomes Assessment for Academic Units Dr. Julia Pet-Armacost Dr. Robert L. Armacost University of Kentucky September 17, 2012 Overview Strategic planning and assessment structure Assessment
More informationSTUDENT ORGANIZATION SUCCESS FRAMEWORK
STUDENT ORGANIZATION SUCCESS FRAMEWORK Student organizations at The Ohio State University provide opportunities for individual leadership development, organizational success and community engagement. The
More informationBuilding a Professional Development Program with Lynda.com Administrative Manual St. Olaf Human Resources Department
Building a Professional Development Program with Lynda.com Administrative Manual St. Olaf Human Resources Department Professional Development at St. Olaf College Employees facilitate the growth of our
More informationFRAMEWORK FOR POLICY DEVELOPMENT
Achieving Excellence in Catholic Education through Learning, Leadership and Service FRAMEWORK FOR POLICY DEVELOPMENT Approved: May 27, 2014 *Revised July 18, 2016 Introduction Policy is a set of organizational
More informationRaymore-Peculiar School District. Strategic Plan Executive Summary
Raymore-Peculiar School District Strategic Plan Executive Summary 2013-2017 Revised November 20, 2014 Raymore-Peculiar School District Mission Preparing EACH student for a successful and meaningful life
More informationJOB DESCRIPTION: EXECUTIVE DIRECTOR
JOB DESCRIPTION: EXECUTIVE DIRECTOR Location: Nairobi, Kenya Reports to: Board of Directors (Kenya-based Board of Trustees & USA-based Board of Directors) Start Date: July 1, 2016 Contract Term: Two years,
More informationWelcome! Catalog Terminology:
2015 Course Catalog Welcome! Welcome to the NuVeda 2015 Course Catalog. With over 315 bite sized, chunked learning courses, NuVeda provides any organization or learner numerous opportunities to build the
More information!"##$%&'#("')*+#'*,#'*-'.*,/'+#0--'1' 2*+$#$*%'3"+4/$2#$*%+'0%3'"506,0#$*%' 76,8'9:4"66"%4"'7*%-"/"%4"'
!"##$%&'#("')*+#'*,#'*-'.*,/'+#0--'1' 2*+$#$*%'3"+4/$2#$*%+'0%3'"506,0#$*%' 76,8'9:4"66"%4"'7*%-"/"%4"' ;,"+30.?
More informationPerformance Dialogue Process (PDP)
Guide to a Successful Performance Dialogue Process (PDP) Queen s Managerial and Professional Group (QMPG) Prepared by: Organizational Development and Learning Human Resources Last updated April 2016 I.
More informationENGAGING NEXT GENERATION LEADERSHIP
ENGAGING NEXT GENERATION LEADERSHIP Our City strives to meet the needs of all residents who choose to call Orlando home. To do this, I have made it a priority for the Neighborhood Relations team to organize,
More informationCOURSE CATALOG. vadoinc.net
COURSE CATALOG 2018 vadoinc.net Welcome Welcome to the Vado 2018 Course Catalog. Vado provides any organization or learner numerous opportunities to build the skills needed to lead and manage others, as
More informationInvesting in Future Leaders
Investing in Future Leaders A Bridgespan Leadership Accelerator Program Nurture the Talent You Need to Deliver on Your Strategic Vision Nonprofit leaders recognize the importance of diverse talent to achieving
More informationFlorida Virtual School. Support Staff Evaluation System. Florida Virtual School. Christine Conidis, Organizational Development Manager
2018-2019 Florida Virtual School Support Staff Evaluation System Florida Virtual School Christine Conidis, Organizational Development Manager Table of Contents Introduction: Florida Virtual School... 2
More informationCOMPARISON OF CEDS AND STRONGER ECONOMIES TOGETHER ELEMENTS JULY 2015
COMPARISON OF AND STRONGER ECONOMIES TOGETHER ELEMENTS JULY 2015 Summary Background Evidence Base Demographic and socioeconomic data Detailed Data SnapShot including: Evidence-Based: Population change
More informationPurpose-Based Planning Evolution of the Client Engagement
PRACTICE MANAGEMENT Purpose-Based Planning Evolution of the Client Engagement An overview on how to enhance your practice through meaningful client engagements Financial planning is in the midst of an
More informationTalent Community of Expertise
Future-State HR Service Delivery Model Operating Model Design Talent CoE HR Leadership Communications Change Executive Recruitment Talent Community of Expertise Talent Recruitment Talent Employee Relations
More informationHuman Resources Strategic Update. Presented by Stephen Trncak October 28, 2011
Human Resources Strategic Update Presented by Stephen Trncak October 28, 2011 Agenda Past and Future for the College The End Game (Elevating the Human and Organizational Capabilities and Capacity of the
More informationCreating a Large, Scalable Career Development Program Karen Hicks Jackson National Life Insurance Company
202 Creating a Large, Scalable Career Development Program Karen Hicks Jackson National Life Insurance Company Oct 1 & 2, 2009 Produced by Managing and Implementing Large, Scalable, or Global e-learning
More informationCascading the BSC Using the Nine Steps to Success
Cascading the BSC Using the Nine Steps to Success The Balanced Scorecard Institute uses a proven, disciplined framework, Nine Steps to Success, to systematically develop, implement, and sustain a strategic
More informationCAREER PLANNING WORKBOOK
APPENDIX A CAREER PLANNING WORKBOOK cost Company-wide expert scheduling Figure A- Long-range careering planning. The Engineer s Career Guide. By John A. Hoschette Copyright Ó 00 John Wiley & Sons, Inc.
More informationAbout This Document... 2 Overview Why We Conduct Performance Reviews... 3 Who Participates... 3 Supporting Documents... 4
Contents About This Document... 2 Overview... 2 Why We Conduct... 3 Who Participates... 3 Supporting Documents... 4 Performance Review Process... 5 Step 1. Prepare... 5 Step 2. Complete First Draft Performance
More informationSuccession Planning. Dan Rochon, CPA, CA Helping First Nations Succeed
Succession Planning Dan Rochon, CPA, CA Helping First Nations Succeed Agenda Background Succession Planning Process Accountability Benefits Accessing Potential and Readiness Accessing Vacancy Risk Successor
More informationSTUDENT EMPLOYEE PERFORMANCE EVALUATION LA SIERRA UNIVERSITY
STUDENT EMPLOYEE PERFORMANCE EVALUATION LA SIERRA UNIVERSITY Student Employee Performance Evaluation Why should student employees receive performance evaluations? Performance evaluations for student employees
More informationDepartment of Defense INSTRUCTION
Department of Defense INSTRUCTION NUMBER 1400.25, Volume 2011 May 7, 2016 USD(P&R) SUBJECT: DoD Civilian Personnel Management System: Defense Civilian Intelligence Personnel System (DCIPS) Performance
More informationCOURSE DESCRIPTION INNOVATION MINI MBA. Maximising Innovation & Value Creation. Format: Classroom. Duration: 2 Days
COURSE DESCRIPTION INNOVATION MINI MBA Maximising Innovation & Value Creation Format: Classroom Duration: 2 Days COURSE SUMMARY WHY COMPLETE BUSINESS INNOVATION AND GROWTH [] Focused squarely on developing
More informationSTRATEGIC PLANNING: EXECUTIVE BRIEFING
STRATEGIC PLANNING: EXECUTIVE BRIEFING Plans are worthless, but planning is everything. Dwight D. Eisenhower Leaders of academic institutions continuously face a changing environment and demands from stakeholders
More informationPerformance Management. Leadership Roundtable May 14, 2008
Performance Management Leadership Roundtable May 14, 2008 Today s Presentation: The Performance Management Approach Guidelines and Resources for Performance Evaluations Performance Management Defined:
More informationEngaging Next Generation Leadership 06.15
Engaging Next Generation Leadership 06.15 CITY OF ORLANDO OFFICE OF COMMUNICATIONS AND NEIGHBORHOOD RELATIONS Our City strives to meet the needs of all residents who choose to call Orlando home. To do
More informationWhat is a Responsibility-Based Workplace Model?
White Paper: What is a Responsibility-Based Workplace Model? Publication Date: 1 March 2006 Written by: Judy Ryan, Owner Expanding Human Potential Contact Judy Ryan at 314.878.9100 What is a Responsibility-Based
More informationVITAL SIGNS. MEASURING the Drivers of Organizational Effectiveness
VITAL SIGNS MEASURING the Drivers of Organizational Effectiveness BLUEGG 2015 70% of organizational change efforts fail - primarily due the people side. How do you develop the insight to stay in the 30%?
More informationINTERNSHIP GUIDE. A toolkit for employers
INTERNSHIP GUIDE A toolkit for employers CREATE A PARTNERSHIP Internships are a win-win. With an intern, employers can accomplish more. The company benefits from an infusion of fresh ideas and perspectives,
More informationPERFORMANCE MANAGEMENT FRAMEWORK
PERFORMANCE MANAGEMENT FRAMEWORK 1. Performance Management Schemes: General Guidance Sixth Form Colleges already have appraisal and self-assessment processes. Performance Management will build on the systems
More informationSMART Goals Model. Specific. Measureable. Achievable. Relevant. Time-bound. Talent Management Learning Series 2
SMART Goals 101 SMART Goals Model S M A R T Specific Measureable Achievable Relevant Time-bound Talent Management Learning Series 2 SMART Goals Model in Detail Specific Define expectations and explain
More informationEMPLOYEE PERFORMANCE REVIEW GUIDELINES
EMPLOYEE PERFORMANCE REVIEW GUIDELINES DEPARTMENT OF HUMAN RESOURCES SPRING 2009 Employee Performance Review Guidelines The performance review process helps individual employees and organizations throughout
More informationPerformance Management & Learning
Performance Management & Learning Delivering a complete solution that supports organization excellence & individual fulfillment Exxceed, Inc. Dean H. Dussias President & CEO Purpose of This Presentation
More informationGoal Setting Aligning Objectives and Action
Overview Having clear goals is proven to drive the performance of both individuals and organizations. The best organizations set goals from the top down in the form of nested goals. These goals should
More informationINNOVATION ACADEMY IDEASCALE WORKBOOK
INNOVATION ACADEMY IDEASCALE WORKBOOK Innovation Academy 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 Welcome Innovation Academy Pre-Work Project Definition Worksheet Ideal Team Members Worksheet Target Market
More informationGen St 350, Sections C & D
Winter, 2019 Gen St 350, Sections C & D Instructors Rachel Vaughn, MSW Briana Randall, PhD Director Carlson Leadership & Public Service Center Director Internship Project Center for Experiential Learning
More informationAccion Venture Lab Job Description Guide
Accion Venture Lab Job Description Guide Overview This document intends to demonstrate best practices in crafting a job description - Please be sure to adapt your job description to include skills and
More informationDelivery capacity rubric
Delivery capacity rubric This rubric is a tool to assist in understanding the current state of your system s capacity for effective implementation. In this rubric, system refers to the organization being
More informationHow it works: Questions from the OCAT 2.0
Social Sector Practice How it works: Questions from the OCAT 2.0 OCAT 2.0 is an updated and improved version of our original OCAT survey. It asks nonprofit staff to rate their organization s operational
More informationManaging Essentials. Introduction MANAGING ESSENTIALS - 1
Introduction A manager is someone who has the ability to lead others and a desire to engage in continuous learning and development of themselves and their employees. It is a manager s responsibility to
More informationPerformance and Career Development: Supervisors University of Tasmania
Performance and Career Development: Supervisors University of Tasmania Meg Archer December 2016 HUMAN RESOURCES 1 Key Elements of the PACD HUMAN RESOURCES 2 Performance and Career Development (PACD) at
More informationThe Educator Equity Resource Tool A Guide for America s Schools
Improving lives through research TM The Educator Equity Resource Tool A Guide for America s Schools Developed by Wesley Williams Senior Research Associate Westat An Employee-Owned Research Corporation
More informationIMPLEMENTING FORMATIVE PHYSICIAN PERFORMANCE REVIEWS
IMPLEMENTING FORMATIVE PHYSICIAN PERFORMANCE REVIEWS THE OTTAWA HOSPITAL VIRGINIA ROTH, MD, MBA, DENNIS GARVIN, MBA DEPARTMENT OF MEDICAL AFFAIRS JUNE 7, 2016 www.ottawahospital.on.ca OBJECTIVES Share
More informationCopyright 2016 The William Averette Anderson Fund 501(c)(3)
Mentee Guide Table of Contents BAF Background... 2 BAF Mentoring Program... 2 Defining Mentoring... 3 Being an Effective Mentee... 4 Key Considerations for Prospective Mentees... 5 Next Steps... 8 The
More informationA Guide to Employee Development and Review Scheme Professional/General Managers
A Guide to Employee Development and Review Scheme Professional/General Managers Edition 1.0 Human Resources ManagerToolkit Table of Contents Table of Contents... 2 Introduction... 3 Manager Responsibilities...
More informationChief Schools Officer Aspire Public Schools Location: Flexible within Oakland, CA, Los Angeles, CA, Central Valley CA, and Memphis,Tennessee
SUMMARY operates 40 high-performing, college-preparatory public charter schools serving 16,000 students in underserved communities across California and in Memphis, Tennessee. Founded in 1998, Aspire is
More informationWelcome Strategy Leader!
Essentials Guide to Strategic Planning Welcome Strategy Leader! To help close the gap between strategy and execution, we ve created the Essentials Guide to Strategic Planning, which provides an end-to-end
More informationHow One Church Achieves Organizational Clarity, Alignment And Collaboration. - Jim Baker
How One Church Achieves Organizational Clarity, Alignment And Collaboration - Jim Baker Brentwood Baptist Church sits in the heart of a Nashville, Tennessee suburb, where 20,000 new residents have moved
More informationmycareer Toolkit: Conversation Leader
mycareer Toolkit: Conversation Leader Welcome to the new mycareer Conversation Leader s* Toolkit What is the purpose? UNSW needs employees who are supported and performing at the highest level to deliver
More informationAs you develop individual goals with your employee, follow the SMARTER model for the best results:
Individual Goals Each employee will be charged with three to five individual goals. Unlike the institutional goals, individual goals are NOT intended to cover all aspects of an employee s work product.
More informationResearch Report: Forget about engagement; let s talk about great days at work
Research Report: Forget about engagement; let s talk about great days at work May 2017 What does engagement mean? And what exactly does an engaged employee look like? There are many different conceptual
More informationProgram Sustainability Workbook 2015
Program Sustainability Workbook 2015 Table of Contents I. Introduction Sustainability Framework... 3 II. Program Summary... 5 III. Action Plan for Priority Elements A. Self-Assessment Tool... 6-14 B. Current
More information