PERFORMANCE DEVELOPMENT

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PERFORMANCE DEVELOPMENT PLANNING(PDP)
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Todays Agenda

• Performance Overview
• Goals, Initiatives Priorities
• Skills Competency Development Planning
• New Tools
• Outcomes Questions

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Why Do Performance? 4 As

• Align Performance to
• University Plan Mission
• Align Supervisors Expectations
• Employees Responsibilities
• Assess Talent, Skill Gaps, Competencies
• Developmental Needs
• Achieve High Performance

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PERFORMANCE OVERVIEW
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PDP Shared ResponsibilityRole of all Staff

• Review our job description
• Understand major responsibility expected
  performance measures
• Have examples of performance
• Develop goals for coming year
• Remain up-to-date on procedures, policies and
  compliance requirements
• To take responsibility of career
• Take time to recognize each other

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PDP Shared ResponsibilityRole of the
Supervisor

• Discuss review job description expectations
• What can be changed for improvement?
• Track document performance
• Assist staff in setting goals
• Exchange respectful constructive feedback
• Ensure consistency legal considerations
• Give thought to supervisory time required
• Take time to recognize each other

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PDP Shared Responsibility
What is performance and how does it work?
Improving Knowledge Skills Abilities
Competencies Professional Development
High Performance
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PDP How tos of the Cycle?

• Observe Performance based on Skills, Abilities,
  Competencies, Experience
• Identify Development Opportunities
• and Align with University Goals
• Identify Employees Interests
• Provide Examples of Demonstrated Behavior
• Provide Realistic Suggestions Solutions
• Identify Preparation Communications

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PDP - How Do You Identify Gaps in
Performance?

• Actual
• Desired

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PDP Supervisor as Coach

• Communicating partnering
• Honest timely constructive feedback
• Developing
• Enhancing the ability to achieve goals
• Achieving desired performance results

Hand out! A Good Coach
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PDP Coaching throughout the yearPreparing
Opening Discussions for Success

• Make sure you have prepared for your discussion
• Collect relevant information PDP documentation
• Give notice
• Respect appointment time
• Allow adequate time ensure no interruptions
• Plan approach what how
• Establish a climate for constructive feedback

Ref. Guide -P. 7 Hand out!
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PDP Avoid Subjectivity, Generalizations
Assumptions

• Correctly
• Consistently
• Fairly assessed
• Using objective methods
• Avoiding Subjectivity (Examples)

Ref. Guide -P. 9 (Bias/Impact) H.O Dos Don'ts
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PDP What does Good Feedback Look Like?

• Timely
• Constructive behavioral based
• Balanced
• Non-judgmental
• Specific rather than general
• Checked for understanding
• Ongoing, reinforced continuous communication
• Open to change

Ref. Guide - P. 12-16
EXERCISE
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PDP What does giving constructive feedback feel
like?

• Ref. Guide -P. 12 - 17
• Handout!

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PDP Summary of Good Feedback

• Change the behavior!
• Maintain self-esteem!
• Maintain the relationship

• Ref. Guide -P. 12 14

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GOALS, INITIATIVES PRIORITIES
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Goals, Initiatives and Priorities

• Identify the goal
• Identify why the goal should be achieved
• Visualize the end result
• Develop action plan
• Measure the goal
• Identify the effect of the goal
• Who is accountable?
• What is the responsibility?

Ref. Guide -P. 18
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• Ref. Guide -P. 6-7

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SKILLS COMPETENCYDEVELOPMENT PLANNING
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Successful Skills Competency Development
Planning

• Ongoing communication developing skills
• Plans for achieving goals
• Reflective listening
• Identifying what I will do differently
• Reviewing what work is performed
• how the work is performed
• Actual performance desired performance

• Ref. Guide -P. 19 -20
• Handout Competency Dictionary

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Unsuccessful Skills Competency Development
Planning Non-Performance Why?

• Not knowing the what or how
• Obstacles beyond their control
• Lack of motivation
• They do not know what the priority is
• Are they performing well?
• Gaps in skill

• Handout!

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Skills Competency - Assessment Sessions

• Help to ensure fairness across Brown
• Identify high performers development
• Recognize reward all employees
• Plans to achieve desirable results
• Provide for constructive feedback

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NEW TOOLS
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New Tools

• Guide to PDP New
• Appraisal Form New
• Self-Appraisal Form New
• Assessment Definitions New
• Competency Dictionary Definitions New

• Ref. Guide -P. 19
• Handout Competency Dictionary
• Ref. Guide P. 20

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PDP Appraisal Timeline Overview

• September/October Finalize goal setting
• December Mid-year review
• February/March - Begin preliminary drafts of
  annual review
• March/April Self-appraisal prepare/finalize
  drafts of
• annual review
• April/Early May Meet on final appraisal
• May/June Begin cycle, develop goals, prepare
  ratings
• to support the increase, submit to HR
• July/August Begin goal setting
• Performance developing, coaching feedback
  throughout the year!

• Ref. Guide -P. 24

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OUTCOMES OF THE PROGRAMQUESTIONS