Performance Feedback
Case 3 “Performance Feedback Now and Then” page 523 of your text. Please answer question 1,2,3,4, and 5. Answer not to exceed 4 pages. Use bullet responses where appropriate. Provide feedback continuously and address/manage performance problems when they occur. 1. Set performance goals, make development plan with employee 2. Monitor employee progress toward goals. 3. Provide coaching, training, education as needed 4. Conduct annual performance appraisal against goals and develop plan activities 5. Establish a development plan for next year or next period of time.
Develop improvement strategies and problem solving.
The performance review is for the following: 1. Give employee opportunity to discuss performance and perf standards 2. Addressing employee strengths and weaknesses 3. Identifying and recommending strategies for improving performance 4. Discussing personnel decisions such as compensation, promotion and termination 5. Defining regulatory requirements and discussing compliance methods.
The periodic performance review has two purposes; administrative and developmental. Administrative purposes use information to make decisions regarding promotion, termination, compensation.
Developmental purposes relate to using information to improve performance, identify strengths and weaknesses and then allow it to become the basis for developing improvement strategies.
Establishing criteria: * Clear job expectations * Clear performance standards * Shared understanding of job description and job expectations * Identify specified measurable criteria by which performance will be evaluated. * Criteria – should have strategic relevance to the organization as a whole
Collecting Job Performance Data
Alternative approaches to performance data collection * Employee self evaluation – very effective when manager is seeking to obtain involvement of employee in appraisal process – don for
Develop improvement strategies and problem solving.
The performance review is for the following: 1. Give employee opportunity to discuss performance and perf standards 2. Addressing employee strengths and weaknesses 3. Identifying and recommending strategies for improving performance 4. Discussing personnel decisions such as compensation, promotion and termination 5. Defining regulatory requirements and discussing compliance methods.
The periodic performance review has two purposes; administrative and developmental. Administrative purposes use information to make decisions regarding promotion, termination, compensation.
Developmental purposes relate to using information to improve performance, identify strengths and weaknesses and then allow it to become the basis for developing improvement strategies.
Establishing criteria: * Clear job expectations * Clear performance standards * Shared understanding of job description and job expectations * Identify specified measurable criteria by which performance will be evaluated. * Criteria – should have strategic relevance to the organization as a whole
Collecting Job Performance Data
Alternative approaches to performance data collection * Employee self evaluation – very effective when manager is seeking to obtain involvement of employee in appraisal process – don for