Week 7- Performance Management Flashcards
what is the Performance Management Cycle
Plan (start): identify clarify and agree on expectations, how results are measured and how the monitoring process is to take plan
Monitor (ongoing): monitor and evaluate progress, take corrective progress take corrective action when required
Review and Evaluate (end): annual performance review, sign off beginning of the new cycle
what is a Self-assessment:
employees evaluate their own work and areas of improvement
Guidelines for Effective PE Interviews
- Emphasize positive aspects of employee performance
- Tell employee the evaluation is to improve performance not to discipline
- Provide immediate positive and developmental feedback in private location
- Review performance formally at least annually, more often the more development is needed
- Make criticisms specific
- Make criticisms on performance only
- Stay calm no arguing
- Identify specific actions for improvement outlining management role
- Emphasize your willingness to support this improvement
- End with a review emphasizing the plan and the positive aspects of performance
what are the 4 Performance Appraisal Methods
- Comparative
- Noncomparative
- Management by Objectives
- Balanced Scorecard
Performance Appraisal Methods
(Comparative)
compare an employee’s performance with co-workers
Ranking methods - place employees in order of best to worst
Forced distribution - place employees in categories (top 10%, bottom 10%)
Crushes morale, stifles innovation and leads to competition among workers
what is Noncomparative Performance Appraisal Methods
employees are compared to a set of criteria, not other employees
Rating scale - manager rates employees against criteria
Behaviourally anchored scale - managers rate employees on a scale for the
360 degree - evaluations from managers peers, direct reports, customers, self
Must be suitable to org culture → peer evaluation can lead to politics
Continuous feedback aspect of this model is positive
what is Management by Objectives (Performance Appraisal Methods)
objectives are decided between management and employees to ensure employees understand expectations and set individual goals
Set obj → Casade to employees → Monitor → Evaluate → Reward → Repeat
Employees game the system with easily attained goals
Leads to self-interested goals over team goals
what is Balanced Scorecard performance appraisal method?
supplemented traditional financial measures with criteria that measured performance from the perspective of customers, internal processes and growth
Thinks about the organization holistically financial goals inform customer goals, which informs internal processes, which we set learning/growth goals to achieve
Sets goals, measurement plans, targets and initiatives
Measures can be leading (indicate during performance) or lagging (indicate after)
How to be Effective with Appraisal Instruments?
- Validity - the instrument measures what you want it to
- Reliability - how accurately the instrument measures the results
- Input into development - how employees inform the use of a tool
- Acceptable standards - standards should come from the job analysis, must be fair
- Acceptable goals - should link to organizational goals, must be achievable
- Control of standards - a standard an employee does not control is not valid
- Frequency of feedback - having more consistent feedback is better more actionable
- Rater training - train on the evaluation system and purpose
- Ratee training - emphasize the purpose
- Employee appraisal input - generates acceptance and involvement
- Appraisal consequences - follow up on positive or negative consequences
- Different sources - decrease bias, immediate supervisor performs actual evaluation
Ex from class RCMP Body Cams (monitoring)
$131M over five years to implement, provide unbiased accounts
Creates a privacy issue need consent to film on private property
Makes cops feel untrusted
