Performance Management Professional Keys Effectiveness System (PKES) Growth & Opportunity
What is Performance Management? Performance Management = The process of maintaining or improving employee job performance through the use of performance assessment tools, coaching, and counseling, as well as providing continuous feedback. 2
A Little Context Performance Management in FCS launched October 2012 Three Performance Management Systems TKES- PM System for FCS teachers LKES- PM System for FCS leaders PKES- PM System for FCS non-instructional employees Emphasis on Process and Structure 3
Performance Management 2.0 Clear Expectations, Ongoing Feedback, Professional Growth and Opportunity Updates to PKES Process PKES Resources and Developmental Opportunities 4
Performance Management 2.0 Deeper understanding of Performance Standards and Leadership Essentials Goal-setting aligned with district initiatives Clear expectations, ongoing feedback, and professional growth and opportunities Customized learning and support 5
Professional Keys Effectiveness System Updates Planning Meeting Performance Management Expectations Two-way Communication Attendance/Engagement Professional Development Assessing Competencies within Leadership Essentials Mid-Year Assessment and Feedback SMART Goal Adjustments Conference Form in PKES Platform 6
Embraces Change to Drive Improvement Continually seeks and champions ways to drive improvement by demonstrating sound judgment and a willingness to challenge the status quo to increase district success Team Member Adapts Readily Identifies Improvements Makes effective Decisions Team Leader Facilitates Change Innovates Courageously Makes Strategic Decisions Senior Leader Leads Change Encourages innovation Establishes Strategic Direction 7
Creates Value for Our Customers Strives to understand customer needs and collaborates with others to identify and address the priorities that will deliver customer focused solutions that align with FCS s values Team Member Focuses on the Customer Takes Initiative Builds Strategic Relationships Works on Critical Priorities Team Leader Focuses on our Customers Drives for Results Builds Partnerships Plans and Executes Senior Leader Drives Value for Customers Drives for Excellence Cultivates Networks Ensures Strategic Execution 8
Leads by Example Authentically works with others in a way that builds credibility, mutual respect and encourages transparent conversations and ownership for results Team Member Contributes to Team Success Earns Trust Takes Accountability Communicates openly Team Leader Builds a Successful Team Earns Trust Delegates & Provides Support Fosters Open Communications Senior Leader Promotes Collaboration Models Openness & integrity Empowers Others Leads through Vision and Values 9
Develops our Capability Helps build a collaborative learning community by supporting the professional development of others and pursuing opportunities to increase personal skills and ability Team Member Learns Continuously Seeks and Shares Feedback Refines Technical and Functional Knowledge and Skills Team Leader Learns Continuously Coaches Others for Success Understands the Organization Senior Leader Pursues and Applies New Learning Builds the Organization s Talent Understands and Navigates the Political Environment 10
SMART Goals Aligned with District Initiatives Graduation 90% FCS Strategic Plan 2017 Instruction Effective Schools College Readiness 85% Resources Technology People Career Readiness 100% 11
Keeping the End in Mind Components Considerations SMART Goals Leadership Essentials Performance Management Expectations: Two-way communication Attendance/Engagement Professional Development Employee Self-Assessment Conference Notes Documentation Observation Feedback from customers, colleagues, and employees 12
PKES Evaluation Form: Team Member The PKES Form SMART Goals 3 Score Goal #1 Accomplished: yes 2 Goal #2 Accomplished: adjusted 1 SMART Goals Leadership Essentials PM Expectations Overall Rating Leadership Essentials 6 Creates Value for Our Customer exemplary 3 Focuses on Our Customer Takes Initiative Builds Strategic Relationships Works on Critical Priorities Embraces Change to Drive Improvement proficient 2 Adapts Readily Identifies Improvements Makes Effective Decisions Leads by Example developin 1 Contributes to Team Success Earns Trust Takes Accountability Communicates Openly Develops Our Capability not demon 0 Learns Continuously Seeks and Shares Feedback Refines Technical and Functional Knowledge and Skills Expectations -3 auto calculate sum based on the following: regularly (-0pts.), sometimes Engaged in frequent communication and feedback with supervisor regularly 0 Mindful of one's attendance; has been consistently at work and on time sometime -1 Engaged in capacity building professional development did not occ -2 Overall Rating Total Score: 6 Exemplary Score Range: 16-13 Proficient Score Range: 12-9 Developing Score Range: 8-5 Not Evident Score Range: 4 and below 13
PKES Evaluation Timeline Professional Keys Timeline SY 2013-2014 Manager conducts Planning session Employee submits SMART Goals Manager conducts Mid-year Check-in and assessment for employee Employee conducts Self Assessment of year s performance Manager conducts Summative Evaluation July 1 September 30 January 1- February 28 April 1 May 31 May 1 June 30
Resources and Developmental Opportunities GO Performance Management Website Professional Keys Orientation Leadership Essentials Overview PKES Implementation Guide FY 14 Monthly PKES Evaluator Training next session 12/10/13 Leadership Essentials for Evaluators and Employees Training on the GO On-Demand Training through PD 360 15