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Microsoft PowerPoint PEP Performance Planning ppt Developing Sustainable Futures Performance Planning 2008 2009 © The images used in these visuals are rights managed Please obtain appropriate copyrigh.
Developing Sustainable Futures Performance Planning 2008-2009 © The images used in these visuals are rights managed Please obtain appropriate copyrights before using these templates Performance Planning 2008-2009 Agenda What is Performance Planning? Why Performance Planning? The Discussion 3.1 As an Employee 3.2 As a Superior Don’t Forget 4.1 Tips 4.2 Be S.M.A.R.T Process Flow 5.1 For Employee 5.2 For Superior Contact Information What is Performance Planning? “Lets people know what is expected of them” A dialogue between Superior and Employee to establish specific performance expectations clear, for job duties, goals/work priorities, and development plans at the beginning of the performance cycle PEP: Performance Planning Why Performance Planning? • Align job expectations with overall strategic plans, department goals, and position description • Establish and agree upon performance expectations and goals • Plan for employee development actions for the year • Clarify on what the employee will be evaluated • Set the stage for throughout the year ongoing feedback and coaching • Create a partnership based on two-way communication PEP: Performance Planning The Discussion • The performance planning discussion sets the stage for a year’s worth of effort on the part of the employee • It is crucial that it establishes expectations for a standard of performance and is the foundation upon which the rest of performance management lies PEP: Performance Planning The Discussion : As an Employee • Understand the organisation’s goals and your role in achieving them • Think about how you contribute to your superior’s results expectations • Review and update the results expectations from the prior performance cycle that support your role and draft new results expectations • Identify Leadership Quality expectations that are most important to achieving your results expectations • Think about your development needs PEP: Performance Planning The Discussion : As a Superior • Review the organisation’s role and strategy • Identify which of your own results expectations should be divided up and delegated • Clarify your employee’s roles and anticipate the results expectations they need to set in order to fulfill their roles • Review the Leadership Quality expectations that apply to your employees’ roles • Review any development plans currently in place PEP: Performance Planning Don’t Forget • Set in advance the date, time, & location for your performance planning discussion • Allow enough time to gather and review necessary information such as; past performance reviews; feedbacks from customers/colleagues, and any other relevant information • Maintain a positive, open atmosphere • Be ready to discuss previous goals, strength and weaknesses PEP: Performance Planning When Writing KPIS…be S.M.A.R.T ! Specific Provide clarity and focus to a specific goal (ie.5 Whs + How) Measurable Establish concrete criteria for measuring progress toward each set goal When you measure your progress, you stay on track Achievable Goals are challenging but attainable Relevant Goals are applicable to your job and the direction of the organisation Time-Orientated Goals have a specific time-frame / time-line in which to be accomplished PEP: Performance Planning 10 Process Flow for Employee Log on to the online system at: http://ghr.simedarby.com/pepv3 Set up Functional Role & KPI Weightage Then click [Save] Select Self from Employee dropdown list and the current Financial Year 2008/2009 Verify Employee Information (Click on [Legend] for weightage guidelines.) Add any notes/remarks using Scratch Pad Click [Save] PEP: Performance Planning 11 Process Flow for Employee (cont.) Select Performance Planning page Scroll down to Performance Planning – KPI Weightages Add/Edit/Delete KPI’s Fill in all necessary boxes Click [Save] Scroll down to Performance Planning – Leadership Qualities Add/Edit/Delete LQs, then click [Save] PEP: Performance Planning 12 Process Flow for Superior Log on to the online system at: http://ghr.simedarby.com/pepv3 Add any notes/remarks using Scratch Pad Click [Save] Click [Expand] to select relevant subordinate from Employee dropdown list Select current Financial Year 2008/2009 Verify your employee’s Employee Information and Setup PEP: Performance Planning 13 Process Flow for Superior (cont.) Select Performance Planning page Review all KPIs and LQs keyed in by your Employee Once all items are checked and agreed, click [Confirm] PEP: Performance Planning 14 Contact Information Please contact your HR representatives for further info We are here to assist you! PEP: Performance Planning 15 Thank you 16