WORK PRODUCTS

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SENIOR MANAGEMENT SERVICE PERFORMANCE e -
VALUATION FORM
Achieving Excellence
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WHAT IS IT?

• Performance management tool
• Applies to Commonwealth Senior Management Service
  approximately 300 agency senior managers
• Guide to identify/convey management expectations
• Rating tool for accountability

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PURPOSE

• Assist agency heads, deputies and senior managers
  in achieving Administration and agency goals
  through
• MANAGEMENT EXCELLENCE
• that involves strong, competent, enlightened
  and accountable leadership

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POSITIVE ATTRIBUTES

• The Performance Factors focus on core senior
  management competencies
• The Measures briefly define expected
  behavior/results provide basis for specific
  agency objectives/standards
• Factors/Measures identify Administration
  priorities strategic planning, customer service,
  innovation, technology, teamwork, efficiency,
  responsiveness, diversity, and human resource
  management

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SMS Form Attributes

• Simple electronic form
• Space for six major work products with link to
  additional space for comments
• Ten defined management performance factors
  with links from factors to space for comments
• Three point rating scale
• Section to identify exceptional
  strengths/abilities
• Section to identify developmental opportunities

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OVERALL RATING

• Three point rating scale
• --Excellent performanceperformance
  significantly exceeds standards of excellence
• --Commendable performanceperformance is above
  or meets standards of excellence
• --Unsatisfactory performanceperformance does
  not meet standards of excellence

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SMS PERFORMANCE FACTORS
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WORK PRODUCTS

• Aligned with agency vision/priorities
• Meet high standards of quality, customer service,
  technology, innovation
• Exhibit professionalism, integrity, ethics,
  courtesy, and respect
• Achieve objectives with efficient/creative
  management of budget/human resources
• Meet deadlines and commitments

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EXECUTIVE LEADERSHIP

• Fosters commitment for excellence
• Anticipates future agency/program needs
• Promotes agency vision/values, building alliances
• Maximizes commitment, resources, accountability
• Leads by example with professionalism,
  competence, integrity, and ethics
• Clearly directs expected results/priorities
• Inspires teamwork, customer service, innovation
• Provides/supports creative decisions and solutions

10
CHANGE MANAGEMENT

• Conceives and stimulates innovation to improve
  services
• Creates climate that embraces/supports change
• Challenges staff to accept risks/seek innovation
• Challenges existing processes
• Aligns/maximizes resources to achieve change
• Anticipates/plans for social, economic, political
  impacts on programs

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INTERPERSONAL MANAGING SKILLS

• Demonstrates personal commitment to agency
  vision, policies, and standards
• Models cooperation, customer service, teamwork,
  inclusiveness, and respect
• Leverages influence to ensure cooperation
• Builds trust and deals constructively with
  conflict
• Uses expertise to facilitate individual and team
  performance
• Seeks strategic partnerships to maximize
  resources, achieve goals, and enrich staff

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COMMUNICATIONS

• Communicates clear/inspiring vision of goals,
  accomplishments, and commitment to excellence
• Ensures staff understands agency vision and staff
  responsibilities
• Provides clear, concise, accurate constructive,
  and timely input/feedback to management/staff
• Provides environment that fosters collaboration,
  initiative, teamwork, communication, and respect
  for differences
• Models open and interactive communication through
  visits to internal/external groups

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STRATEGIC PLANNING

• Translates vision into organizational strategy
• Designs integrated operational plans
• Creates adaptive planning climate, maximizing
  change
• Fosters partnering with various entities
• Creates supportive/inclusive planning efforts
• Anticipates/assesses factors contributing to
  success/failure
• Cultivates future leadership with staff
  development and succession planning

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PROJECT MANAGEMENT AND EXECUTION

• Plans work to align with agency
  objectives/resources
• Executes/integrates strategies to achieve
  deadlines
• Allocates/adjusts resources efficiently
• Designs creative solutions to changing demands
• Solves problems to ensure smooth
  operations/results
• Uses good judgment in determining consequences
  and choosing alternatives

15
MEASUREMENTANDEVALUATION

• Establishes/conveys standards/measures
• Ensures periodic assessment of program/employees
  with strategic benchmarks for success
• Ensures that standards affirm priorities of
  customer service, technical competence,
  technology
• Exemplifies and promotes integrity,
  professionalism, ethics, and accountability
• Ensures constructive/honest EPRs
• Recognizes program and employee/team
  accomplishments

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BUILDING/SUSTAININGKNOWLEDGE/SKILL

• Promotes personal learning and sharing of
  knowledge
• Sets high expectations for personal mastery and
  provides opportunities to acquire skills
• Models openness to new ideas/pursuit of knowledge
• Promotes teams/technology to acquire and
  communicate knowledge
• Demonstrates/promotes mentoring, coaching, and
  continuous learning
• Collaborates with external organizations for
  achieving flow of information

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HUMAN RESOURCE MANAGEMENT

• Manages staff effectively in cooperative work
  environment
• Conveys and monitors employee standards
• Provides constructive feedback, coaching, and
  mentoring
• Delegates work and empowers staff to be creative
• Balances concerns for employees and productivity
• Rewards quality and addresses inadequate
  performance
• Promotes/maintains non-discriminatory work
  setting
• Demonstrates commitment to diversity in HR
  practices
• Promotes teamwork, respect, communication,
  continuous learning

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UNION MANAGEMNT COOPERATION

• Promotes union management cooperation
• Promotes actions to achieve harmonious, safe,
  constructive, and productive work environment,
  consistent with agreements/contracts/policy
• Ensures employee complaints are addressed timely
  and constructively
• Fosters positive communication/resolution of
  issues
• Models behavior that builds trust, and
  collaboration

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HOW/WHEN TO USE

• Agency chooses one of three standard annual
  rating cycles
• Fiscal (July 1- June 30)
• Federal (October 1- September 30)
• Calendar (January 1- December 31)
• Annual ratings due within one month following end
  of annual rating cycle
• Completed forms processed to HR Office

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Use of SMS form

• Prior to start of rating cycle, convey
  objectives/standards consistent with agency goals
  and ten performance factors
• Establish measures and feedback regarding status
  of objectives and performance
• Address inadequate performance early obtain
  needed development and take necessary discipline

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NEW SMS MANAGERS

• Convey objectives/standards
• Establish measures, communication, and feedback
• Advise/coordinate management development
• Prepare interim rating within six months of
  appointment/promotion
• Commend/address performance issues
• Prepare annual rating consistent with agency SMS
  rating cycle

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OBTAIN FORM

• DOWNLOAD FROM OFFICE OF ADMINISTRATION HUMAN
  RESOURCE MANAGEMENT WEBSITE HTTP//WWW.HRM.STATE
  .PA.US Click on Bureau of Human Resource
  Management and Policy, then HR Policy, Evaluation
  and Programs Division, then EPR icon, and scroll
  down to Senior Management Service
• QUESTIONS Call Human Resource Policy,
  Evaluation and Programs Division
• 717-787-8575