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Slide 1
Administrative Technologies Talent Management May 2015
Performance Management for IT Leaders
Slide 2
What is Performance Management?
Slide 3
Why Manage Performance? Differentiate & reward top
performers; address & resolve poor performance Focus and align
efforts in support of department and University goals Increase
employee engagement Increase job satisfaction and therefore
retention
Slide 4
Performance Management Life Cycle Core Competencies Job
Description Goal Setting & midpoint check-up Annual Performance
Evaluation AT Development Plan
Slide 5
Core Competencies Core Competencies are the innate qualities
required for a position These are the must have characteristics for
an individual to be successful Once Core Competencies are
identified, they can be used to write an accurate and comprehensive
job description/posting A better job description/posting results in
a better hire!
Slide 6
Staff Core Competencies: Attention to Communication Building
Collaborative Relationships Customer Orientation Fostering
Innovation/Continuous Improvement Initiative Flexibility
Reliability Managing Change Fostering Diversity Technical
Expertise
Slide 7
Leadership Core Competencies: Collaborative Leadership *
Managing Performance * Coaching * Visionary and Strategic Thinking
* Establishing Focus Fostering Teamwork Interpersonal Awareness
Judgment *Specific to AT Leadership Team
Slide 8
Job Descriptions Use the Core Competencies identified for a
position to guide the process of writing a job description A
detailed and accurate job description/posting should result in a
pool of qualified candidates Use competency-based interview
questions to focus on how the candidate has demonstrated a
competency in the past
Slide 9
Steps in Writing a Job Description: 1) Establish core
competencies for the position 2) Review job descriptions for
similar positions from other departments or other universities 3)
The IPATHE Talent Management group will share this information; HR
also has contacts at other universities 4) Brainstorm the
responsibilities and duties of the position 5) Outline a day or
year in the life of the position using percentages for each duty 6)
Review with HR to determine the appropriate classification
Slide 10
Why Set Goals? Encourage & motivate employees Increase
productivity & efficiency Hold employees accountable
Demonstrate how individual efforts support department and
University goals Inspire & guide professional development
Slide 11
Goals & Performance Standards Educating Illinois IT
Strategic Plan & VPFP Strategic Plan AT FY16 Goals Individual
Employee Goals
Slide 12
Developing SMARTER Goals: Specific S Measurable M Attainable A
Relevant R Timely T Evaluate E Reevaluate R
Slide 13
Goal-Setting Recommendations: Involve the employee in
goal-setting, particularly for professional development goals
Schedule time to discuss with the employee and be present (no
distractions/interruptions) Use the Goals & Performance
Standards form to make Performance Evaluation time easier! Dont
forget to schedule a midway checkpoint to address goals that have
been completed, changed or are no longer applicable!
Slide 14
Annual Performance Evaluations
Slide 15
Use Performance Evaluations To. Challenge high performers
Encourage and guide improvement Acknowledge accomplishments Align
employee to organizational goals
Slide 16
Evaluation Recommendations: Dont wait until the end of the year
to gather information! Utilize available tools to make your job
easier: GPS (Refer back to Goals & Performance Standards) Drop
file (Keep updated regularly throughout the year) Set aside quiet
time to complete evaluations Provide specific and honest feedback
Schedule time to discuss with the employee & be present (no
distractions/interruptions)
Slide 17
AT Development Plan: PURPOSE: Provide guidelines, resources and
tools to AT staff, enabling them to formally progress to a higher
level of responsibility within his/her current position OBJECTIVES:
Provide a framework for AT staff to further develop skills &
competencies Address potential issues within the broad IT
classifications Improve employee retention & job satisfaction
Provide foundation for succession planning
Slide 18
ATDP Continuum
Slide 19
Development Plan Details: An AT Development Plan can encompass
both long and short-term goals The AT Development Plan is an
optional program separate from annual Goals & Performance
Standards; the ATDP should include action items above and beyond
the scope of the employees current responsibilities The ATDP is
separate from Annual Performance Evaluations; an employee should
not be disciplined for failure to complete action items included in
the ATDP.
Slide 20
ATDP Forms & Processes 1) Eligibility Checklist examples
include: passing probationary periods, having overall rating of
Meets Expectations or higher on evaluation, cannot be under
disciplinary action, etc. 2) Assessment to determine current level
on the ATDP continuum 3) Worksheet includes sections for core and
role- specific professional competencies, professional development,
and certifications 4) Action Items should include timeframes, be
challenging, and be consistent
Slide 21
Questions? #1 Core Competencies #2 Job Description #3 Goal
Setting & Midpoint Check-in #4 Annual Performance Evaluation #5
AT Development Plan