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Slide 1: Performance Evaluation
Slide 2: Program Objectives (1 of 2)  An understanding of the performance management system. how the program works.  Awareness of the mechanics of  An understanding of the general interpersonal dynamics involved in the performance appraisal process. www.readysetpresent.com Page 2
Slide 3: Program Objectives (2 of 2)  Practice in conducting each of the components of an effective appraisal interaction. practice with, performance problems.  Specific pointers about, and  An opportunity to plan how to transfer the training program skills back to the job. www.readysetpresent.com Page 3
Slide 4: A Challenge Please Write a One Sentence Definition of Performance Management. www.readysetpresent.com Page 4
Slide 5: Quotes (1 of 2)  “Researchers found that companies that used performance management programs had greater profits, better cash flow, stronger stock market performance, greater stock value and higher sales per employee (or productivity) than companies that didn’t.” www.readysetpresent.com Page 5
Slide 6: Quotes (2 of 2)  “The function of work is to produce results.”  “If people know what they are supposed to do, get feedback on how they are or are not doing it, and get rewarded for doing what they are supposed to be doing, companies will be more likely to get the results they desire.” www.readysetpresent.com Page 6
Slide 7: PAGE 1 of 4 M A N A G E M E N T P E R F O R M A N C E A P P R A IS A L NAME: P R E S E N T P O S IT IO N : DEPARTM ENT: IM M E D IA T E S U P E R V IS O R : EM PLO YM EN T DATE: T IM E IN P O S IT IO N : L O C A T IO N : D E P A R T M E N T S U P E R V IS O R : A P P R A IS A L D A T E : L A S T A P P R A IS A L D A T E : G E N E R A L J O B D E S C R IP T IO N L I S T M A N A G E R ' S / S U P E R V I S O R 'S M A J O R R E S P O N S I B I L I T I E S I N D E S C E N D I N G O RDER FRO M P R IM A R Y , T O SECO NDARY, DO W N TO M IN O R F U N C T IO N S . IM P R O V E M E N T S & A C C O M P L IS H M E N T S N O T E S P E C IF IC IM P R O V E M E N T S A N D A C C O M P L IS H M E N T S S IN C E L A S T A P P R A IS A L . C O M M U N IC A T IO N C O M M E N T O N M A N A G E R 'S / S U P E R V I S O R ' S A B I L I T Y T O T A K IN G IN T O R E L A T E ID E A S A N D M E T H O D S T O OTHERS. A C C O U N T W R IT T E N A S W E L L A S V E R B A L . EXCELLEN T ABOVE AVERAGE AVERAGE ROOM F O R IM P R O V E M E N T UNACCEPTABLE www.readysetpresent.com Page 7
Slide 8: Terms  Results.  Measures.  Objectives.  Indicators.  Goals.  Preferred Results.  Aligning Results.  Weighted Results.  Standards.  Performance Gap. www.readysetpresent.com Page 8
Slide 9: Manager’s Responsibilities?  Goals – Objectives to achieve.  Responsibility – To achieve these goals through others cost consciously.  Employees – To deploy others to achieve these goals. www.readysetpresent.com Page 9
Slide 10: Goal Setting Questions www.readysetpresent.com Page 10
Slide 11: Goal Setting Questions  How will this be measured?  What is to be accomplished?  When should it be achieved?  How will it be achieved? www.readysetpresent.com Page 11
Slide 12: Goals Need To  Be quantifiable.  Have specific objectives.  Be challenging.  Be realistic. www.readysetpresent.com Page 12
Slide 13: Rising To The Challenge www.readysetpresent.com Page 13
Slide 14: Rising To The Challenge  Accentuate the positive.  Put goals in writing. (1 of 2)  Make goals challenging yet attainable.  Check for compatibility.  Set up yardsticks.  Target. www.readysetpresent.com Page 14
Slide 15: Pitfalls to Avoid www.readysetpresent.com Page 15
Slide 16: Legal Aspects of A Performance Review www.readysetpresent.com Page 16
Slide 17: Handling Poor Performers—Common Mistakes www.readysetpresent.com Page 17
Slide 18: What is your next step? www.readysetpresent.com Page 18
Slide 19: Download “Performance Evaluation” PowerPoint presentation at ReadySetPresent.com 136 slides include: 4 benefits and 11 additional values of performance appraisals, performance interviews, ground rules for performance evaluation, building performance contracts, developing work plans, setting the stage for a performance appraisal meeting, opening and closing your appraisal session, handling poor performance, conducting a feedback meeting, how to conduct a performance appraisal discussion, how to's and more. Royalty Free - Use Them Over and Over Again. www.readysetpresent.com Page 19