Prescott College - PowerPoint PPT Presentation

1 / 13
About This Presentation
Title:

Prescott College

Description:

To ensure that we are achieving the results desired by the College ... Communicate by words, body language and tone of voice that your intention is to be helpful ... – PowerPoint PPT presentation

Number of Views:51
Avg rating:3.0/5.0
Slides: 14
Provided by: mco745
Category:
Tags: college | prescott

less

Transcript and Presenter's Notes

Title: Prescott College


1
Prescott College
Performance Review Training
2
Training Overview
  • Purpose of performance reviews
  • Setting goals
  • Feedback and documentation
  • PC process

3
Why do we do Performance Appraisals?
  • To ensure College departments, processes,
    operations etc., are working at optimum
  • To ensure that we are achieving the results
    desired by the College
  • To facilitate communication between a supervisor
    and an employee
  • To encourage accountability and provide feedback
    to employees
  • To allow employees to become aware of supervisor
    expectations

Remember Being busy is not the same thing as
producing results
4
The Forms
5
The Forms
Forms are available at www.prescott.edu/hr Click
on the forms button.
6
Activities of Performance Management
  • Identify and prioritize desired results
  • Establish a way to measure progress
  • Set standards to assess how well results are
    achieved
  • Track and monitor progress

7
On-going Observations
  • Reinforce activities that produce results
  • Intervene to improve progress when needed
  • Make ongoing adjustments
  • Develop a plan for improvement

8
Setting Goals
  • Identify areas requiring improvement
  • Benchmark status of improvement
  • Identify areas for professional development
  • Use to test a new process or procedures
    effectiveness

9
Feedback and Documentation
  • Routine activity for Supervisors
  • Based on observed work related behaviors,
    actions, statements and results
  • Identify describe behaviors that aid success
    and development of skills, knowledge,
    experience
  • Offer both PRAISE and CONSTRUCTIVE feedback
  • Process should be open, fair, and understood by
    everyone

10
Ways of Receiving Input
  • Evaluate output of work
  • Routine one on one meetings that include
    discussing performance
  • Review standards and expectations
  • Ask for updates from employee
  • Obtain feedback from others
  • Conduct brief check-ins

11
Guidelines for Giving Feedback
  • Be Honest
  • Based on specific observations, data, and info
  • Delivered as close to event as possible
  • Ask employee for input before deciding how to
    interpret behavior
  • Discuss impact of behavior on performance and/or
    consequences of behavior
  • Communicate by words, body language and tone of
    voice that your intention is to be helpful

12
When Performance Doesnt Meet Standards
  • Review and analyze past performance to determine
    areas requiring improvement
  • Design and implement plan for improvement
  • Clearly convey specific areas needing improvement
  • Identify actions to be taken
  • Identify when performance will be reviewed
  • An overall unsatisfactory rating indicates
    significant performance deficiencies. Other
    options may want to be considered.

13
The Process
  • Distribute self eval and Supervisor
    Questionnaire to employees.
  • Supervisor Questionnaires are returned to HR by
    employees.
  • Review employees self eval
  • Complete appraisal form
  • Schedule and meet with each employee to review
    and discuss the appraisal
  • Provide employee with a copy and forward the
    signed original to HR
Write a Comment
User Comments (0)
About PowerShow.com