ECNG Energy Group. Performance Review Plan

Transcription

1 ECNG Energy Grup Perfrmance Review Plan

2 Cntents Overview 3 Summary 3 Purpse 3 Key Phases and Timelines 4 1) Perfrmance Planning: Start f Q1 4 Setting Individual Objectives 5 2) Onging Caching and Mid-year Check-in: End f Q1, Q2 & Q3 5 Preparing fr Review Sessins 5 Cmpleting the Mid-Year Review Sessin 6 Maximizing the Mid-Year Review: 6 After the Caching Sessins and Mid-year Review: 7 3) Perfrmance Review and Evaluatin: Q4 7 Cmpleting the Perfrmance Review: 7 Perfrmance Review and Evaluatin Discussin 7 2

3 Overview Summary ECNG recgnizes that it s the peple wh make the difference between lw-perfrming rganizatins and thse that are exceptinal! ECNG als knws that utstanding perfrmance des nt just happen; it must be planned fr, mnitred, and cntinuusly develped. ECNG strives t hire and retain exceptinal, mtivated, and engaged staff. Hiring and retaining the right team is crucial in ensuring the success f ur business and delivering significant value t ur clients each and every day. Our business is based n ur peple and it s imprtant we manage emplyee perfrmance t ensure we are supprting ut staff in achieving their career gals and t prvide pen and hnest feedback n their perfrmance. The Perfrmance Review (the Review Plan ) prgram was develped t clearly define emplyee gal and accuntabilities, manage perfrmance, cmmunicate feedback and expectatins, and prvide a frmal framewrk t discuss career gals and future paths fr ur emplyees. Purpse The Review Plan helps emplyees by: Establishing clear bjectives fr individual perfrmance; Imprving cmmunicatin between managers and emplyees; Creating an pprtunity fr timely and cnstructive perfrmance feedback; Caching, mtivating, and prviding guidance t enhance emplyee perfrmance Prviding a tl fr career develpment and gal setting; and Empwering emplyees t benefit frm the verall perfrmance f ECNG. The Review Plan helps ECNG by: Aligning cmpany, team and individual bjectives; Clearly defining individual gals, bjectives and accuntabilities; Linking emplyee perfrmance t ECNG s business plan, financial perfrmance and achievement f ECNG s gals; Recgnizing, retaining and rewarding emplyees thrugh career develpment pprtunities; and Imprving ECNG s industry perfrmance. 3

4 Key Phases and Timelines The fllwing sectin will utline the fur phases f ECNG s Review Plan: Perfrmance planning: start f Q1 Onging caching and mid-year check-in: end f Q1, Q2 & Q3 Perfrmance review and evaluatin: Q4 1) Perfrmance Planning: Start f Q1 Planning is an imprtant first step fr perfrmance evaluatin s that bth parties understand expectatins and the pathway t success is clear. This phase ccurs at the beginning f the year r during the first mnth in which a new emplyee is hired. Perfrmance planning invlves establishing yur tasks and pririties fr the upcming year. The purpse is t set clear bjectives and establish a persnal develpment plan t help yu maximize yur perfrmance. There are fur verarching bjectives t cnsider in this phase: 1. Key Respnsibilities: List 4-5 key duties fr the psitin that are crucial t the success f the rle. Fr each respnsibility briefly describe the target r gal assciated with it. 2. New Respnsibilities r Initiatives: These are cntributins t ECNG that will make a psitive difference ver and abve the nrmal respnsibilities. Fr each new initiative briefly describe the target r gal assciated with it. 3. Prfessinal Develpment: The purpse f this sectin is fr yu t discuss hw yu see yur career develping ver the next few years with ECNG. Things t cnsider include industry and business knwledge and yur psitin. List bth shrt and lng-term gals. 4. Opprtunities and Suggestins fr Imprvement: Outline pprtunities fr imprvement in either yur rle at ECNG, yur career in general r persnal grwth. Cnsider including things that yu wuld d differently. When develping and reviewing gals ensure they encmpass the Cmpany s 10 Cmmandments utlined mre fully in the Emplyee Handbk. 1) Respect Others 2) Psitive Attitude 3) Be a Team Player 4) Be Cmmitted t efficient use f capital resurces 5) Have great intent in yur dealings with custmers and c-wrkers 6) Be prfessinal and be in cntrl f the things yu can cntrl 7) Have attentin t detail, striving especially fr peratinal excellence 8) Have relentless custmer fcus 9) Be cmmitted t cnstant imprvement and innvatin 10) Be entrepreneurial but nt reckless 4

5 Setting Individual Objectives Objectives shuld be SMART (Specific, Measurable, Attainable, Relevant, Time Bund): Specific: Ensure bjectives are clear, specific and imprtant. They must add value t ECNG and ur clients. EX: Cntact clients with vlumes ver X amunt nce per mnth t discuss their needs. Measurable: Ensure bjectives have results that can be measured by quality, quantity, cst, time, r existence. EX: Discuss reprts with manager that have 3 r mre errrs. Attainable: Objectives shuld be challenging, but nt impssible. When setting an bjective, build in sme stretch t encurage cntinuus learning and imprvement. EX: Respnd t client cmplaints within 2 hurs f receipt. Relevant: Objectives must be relevant t yur rle. They shuld align with the needs f ECNG, the team, and the client. EX: Review custmer gas invices annually t determine if they are in the apprpriate rate class. Time Bund: Begin yur bjectives with the end in mind. Set a deadline date t establish a target. Plan and budget time realistically t ensure that the bjective is achievable. EX: Develp training plan in Q1, implement training prgram in Q2, cntinue t imprve training plan in Q3, launch plan in Q4 2) Onging Caching and Mid-Year Check-in: End f Q1, Q2 & Q3 Caching allws managers the pprtunity t prvide valuable guidance and assist yu in achieving yur bjectives. Caching facilitates knwledge transfer, prblem slving and increased cmmunicatin between yu and yur manager. Caching is intended t recgnize gd perfrmance and discuss areas fr imprvement. By regularly cmpleting these caching sessins, supervisrs and emplyees will be able t develp and fster a relatinship that will increase the likelihd f identifying rad blcks, help learning, develp talent and reward emplyee accmplishments. Managers shuld schedule review meetings each quarter. Quarters 1 & 3 are infrmal reviews t briefly evaluate yur prgress with yur manager. Quarter 2 is a mid-year check-in with yur manager. This is a frmal pprtunity fr yu and yur manager t review and adjust gals as required t help yu achieve yur year-end bjectives. Preparing fr Review Sessins A caching sessin will be mre effective if bth yu and yur manager are prepared. Prir t meeting, bth parties shuld review the emplyee s annual bjectives and be prepared t discuss the prgress f each. Other things t cnsider when preparing fr the caching sessin include: 5

6 The reasns fr the caching sessin (t review the prgress f bjectives); Rad blcks and what can be dne t reslve these issues; Areas f accmplishment and what was dne t make these achievements successful; Any changes t the psitin r challenges arse since the bjectives were set; and Any special individual accmplishments that ccurred fr the perid being evaluated. Cmpleting the Mid-Year Review Sessin The mid-year review sessin invlves cmpleting the Emplyee Perfrmance Review spreadsheet. This frm is a tl fr assessing the prgress f each bjective. The frm is brken dwn int the fllwing sectins: Emplyee Sectin The emplyee shuld indicate the fllwing: What is ging well? What pprtunities fr imprvement exist? Where are yu stuck? Actin plan fr next quarter Changes that may impact Objectives Manager Sectin The manager shuld dcument his/her evaluatin f the emplyee s perfrmance using similar criteria utlined in the emplyee sectin. Fr each bjective, the manager will assign a rating frm 1-5 where: 1 = unsatisfactry 2 = needs imprvement 3 = meets expectatins 4 = exceeds expectatins 5 = far exceeds expectatins Maximizing the Mid-Year Review: Emplyee s Rle Infrm yur manager f any rad blcks yu may be experiencing r if yu have any cncerns that are impacting yur wrk Be pen-minded t suggestins yur manager may have and be willing t discuss the best ptins fr accmplishing yur bjectives Manager s Rle Build a trusting envirnment by: Acknwledging the emplyee s ideas and feelings; Listening patiently and understanding the emplyee s cncerns; Trusting that the emplyee has the capacity t handle wrk thrugh and find slutins t prblems; Using nn-judgmental respnses. Prvide guidance and perspective by: Ensuring that bjectives are realistic and current; Recmmending ways t achieve gals set; Identifying available resurces. Clarify the emplyee s bjectives and assess if the emplyee is n track t cmplete them. Paraphrase and ask questins t facilitate cnversatin, prmte thinking and further determine areas that may require supprt. EX: what have yu tried? Where are yu stuck? What haven t yu tried? What have yu learned? Prvide feedback, input and advice. 6

7 Enhance feedback by being truthful, direct, anticipating negative reactins, being bjective and fcusing n perfrmance nt persnal characteristics. Keep a psitive attitude After the Caching Sessins and Mid-year Review: Althugh frmal caching sessins ccur each quarter, caching is intended t be an n-ging prcess that cntinues between meetings. In between quarterly meetings the fllwing shuld ccur: Managers shuld guide and assist emplyees in finding the resurces r experiences they need t accmplish their bjectives and career aspiratins; Managers shuld regularly hld infrmal caching sessins with emplyees t assess if they are n track; and Emplyees and managers shuld infrm each ther f any cncerns they may have in rder t reslve any issues quickly. 3) Perfrmance Review and Evaluatin: Q4 This phase ccurs in Q4 r early January f the fllwing year t summarize and recgnize yur perfrmance. This review reflects n the planning and caching discussins frm the year t prvide a final evaluatin. The discussin in Q4 is primarily a summary f previus cnversatins and therefre the feedback at this stage shuld nt be a surprise. Cmpleting the Perfrmance Review: Managers will review the bjectives and caching sessin ntes and will then evaluate the achievement f each bjective. Fr each bjective, the manager will assign a rating frm 1-5 where: 1 = unsatisfactry 2 = needs imprvement 3 = meets expectatins 4 = exceeds expectatins 5 = far exceeds expectatins Perfrmance Review and Evaluatin Discussin Checklist t Prepare fr the Perfrmance Review Review bjectives and key result areas frm the year; Assess prgress n current prjects and bjectives; Reference examples f wrk; Reference examples f specific situatins/prjects that have been cmpleted r handled well r where there were cncerns Making the Perfrmance Review Successful Prvide a cmfrtable setting; Avid interruptins such as telephne calls r guests; Cmmit t a time fr the meeting and cancel nly if abslutely necessary; Ensure bth parties are prepared; Encurage cntributins by bth parties; The manager determines the final cmments and perfrmance rating. 7

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