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Conducting Effective Performance Reviews. Session Objectives. Session Objectives. Identify the importance and benefits of performance reviews Assess and prepare necessary documentation Set motivational performance goals Plan for effective appraisal interviews

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session objectives
Session Objectives

Session Objectives

  • Identify the importance and benefits of performance reviews
  • Assess and prepare necessary documentation
  • Set motivational performance goals
  • Plan for effective appraisal interviews
  • Conduct fair and beneficial appraisals
  • Avoid discrimination charges
why reviews are important
Why Reviews Are Important

Recognize accomplishments

Guide progress

Improve performance

Recognize accomplishments

Guide progress

Improve performance

slide4

Why Reviews Are Important

Review performance

Set goals

Identify areas for improvement

Discuss career advancement

performance review benefits for the organization
Performance Review Benefits For the Organization
  • Documentation
  • Employee development
  • Feedback
  • Legal protection
  • Motivation system
performance review benefits for the employee
Performance Review Benefits For the Employee

Direction

Feedback

Input

Motivation

slide7

Performance Reviews and Discrimination

Prohibits employment discrimination, including race, national origin, religion, age, sex

Title VII of Civil Rights Act of 1964

Prohibits discrimination against disabled employees

Americans with Disabilities Act (ADA)

Prohibits discrimination against pregnant employees or those who may become pregnant

Pregnancy Discrimination Act

Prohibits discriminatory practices related to performance reviews

Equal Pay Act

legal problems and discrimination charges
Legal Problems and Discrimination Charges
  • Failure to communicate standards
  • Failure to give timely feedback
  • Failure to allow employees to correct performance
  • Inconsistency in measuring performance
  • Failure to document performance objectively
  • Failure to communicate standards
  • Failure to give timely feedback
  • Failure to allow employees to correct performance
  • Inconsistency in measuring performance
  • Failure to document performance objectively
which law is which
Which Law Is Which?

Match the term with its explanation below.

Prohibits discriminatory practices related to performance reviews

ADA

Equal Pay Act

Title VIII

Pregnancy Discrimination Act

Prohibits discrimination against pregnant employees or those who may become pregnant

Prohibits discrimination against disabled employees

Prohibits discrimination including race, national origin, religion, age, and sex

performance review background
Performance Review Background

Do you understand:

  • Why reviews are important?
  • The benefits of reviews?
  • The laws that cover discrimination?
performance review form
Performance Review Form
  • Define performance expectations
  • Describe measurement tools
  • Use a rating system
  • Cover specific examples
  • Set measurable goals
measure performance
Measure Performance
  • Measurement systems need to be:
    • Specific
    • Fair
    • Consistent
  • Clear
  • Useful
measure performance cont
Measure Performance (cont.)
  • Systems can be:
    • Numerical
    • Terms
    • Management by Objectives (MBO)
    • Behavior oriented
    • Note: ASU uses a numerical system!
document performance
Document Performance
  • Be objective
  • Include all employees
  • Provide complete and accurate information
  • Document regularly
measuring performance
Measuring Performance

FILL IN THE BLANKS

1. _____________________________ is a system of ratings that measures how well an employee reached specific goals or objectives.

2. One of the most common rating scales is _________ because it is perceived to be the most objective. ASU uses a numeric-based system.

Management by Objectives (MBO)

numerical

measuring performance cont
Measuring Performance (cont.)

FILL IN THE BLANKS

3. Systems can also measure effort or results with _________ you can observe and track, such as attendance or initiative.

4. Measurement _____ can also be used as long as they are specific, meaningful, and distinct.

behaviors

terms

set goals
Set Goals
  • Based on job requirements
  • Realistic
  • Measurable
  • Observable
  • Challenging
  • Prioritized
employee input
Employee Input
  • Employees take an active role:
    • Setting goals
    • Designing action plans
    • Identifying strengths and weaknesses
  • Employees participate in the performance review meeting
preparation
Preparation
  • Employees:
    • Review performance
    • Think about new goals
preparation cont
Preparation (cont.)
  • Supervisors:
    • Review performance
    • Complete written review form
    • Think about new goals
    • Schedule time and place
start the meeting
Start the Meeting
  • Avoid interruptions
  • Lay out agenda
  • Encourage input
  • Give good news first
presentation tips
Presentation Tips
  • Focus on the professional
  • Give objective examples
  • Invite response
  • Listen actively
  • Create “we” mentality
during the meeting
During the Meeting
  • Review performance:
    • Based on previous goals
    • Noting strengths and accomplishments
    • Identifying areas for improvement
during the meeting cont
During the Meeting (cont.)
  • Set goals:
    • Based on organization’s goals
    • Building on areas that need improvement
end the meeting
End the Meeting
  • Encourage good performance
  • Lay out action plan
  • Communicate outcome of goals not met
  • Confirm understanding
is this acceptable yes or no
Is This Acceptable?Yes or No

An employee comes to a performance review meeting without having identified whether past performance goals have been met.

An employee comes to a review meeting with a goal for the next period that you do not agree with.

You have a review meeting with an employee without having completed your written review of the employee using your organization’s form.

slide27

Is This Acceptable?Yes or No (cont.)

During a review meeting, you try to listen intently to what the employee is saying.

You professionally notify an employee during a review meeting that his or her performance is not up to par and that it better improve “soon.”

review process
Review Process
  • Do you understand:
    • Review forms?
    • Measuring and documenting performance?
    • Preparing for review meetings?
    • Conducting review meetings?
key points to remember
Key Points to Remember
  • You must conduct objective performance reviews on a scheduled basis
  • Reviews tell employees how they’re doing and how they can improve
  • Reviews help create a system of motivation and rewards based on performance