model performance improvement n.
Download
Skip this Video
Loading SlideShow in 5 Seconds..
Model Performance Improvement PowerPoint Presentation
Download Presentation
Model Performance Improvement

Loading in 2 Seconds...

play fullscreen
1 / 26

Model Performance Improvement - PowerPoint PPT Presentation


  • 137 Views
  • Uploaded on

Model Performance Improvement. Sue Breland, CPM, MSIS Breland Facilitation. What is the Value of Performance Management?. Company success Fulfilling the mission Continual company performance improvement Competitive edge Individual Productivity Fulfilling potential

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about 'Model Performance Improvement' - eron


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
model performance improvement

Model Performance Improvement

Sue Breland, CPM, MSIS

Breland Facilitation

what is the value of performance management
What is the Value of Performance Management?
  • Company success
    • Fulfilling the mission
    • Continual company performance improvement
    • Competitive edge
  • Individual Productivity
    • Fulfilling potential
    • Personal satisfaction / reward
  • Morale
    • Individual morale
    • Team morale / productivity

Breland Facilitation

barriers to managed performance
Barriers to Managed Performance?
  • Unclear expectations
  • Fear of conflict
  • Perceived as a low priority
  • Belief that “people know their job and how to do it” – until they don’t
  • Perception of performance management as punitive
  • We don’t know how

Breland Facilitation

performance improvement process competency modeling
Performance Improvement ProcessCompetency Modeling

What does successful performance look like?

  • Aligned to company mission & core values
  • Knowledge (what must be known)
  • Skill (what should they do)
  • Experience (what must be demonstrated)
  • External Benchmarks (what are best practices)
  • What is the ideal? Competency Modeling (setting the required standard for knowledge, skill and ability)

Breland Facilitation

competency model
Competency Model

Breland Facilitation

performance improvement process gap analysis
Performance Improvement ProcessGap Analysis

How is the person performing to the ideal?

  • Assess current performance
    • Competency measures
    • Goals and objectives
    • Management review
    • Self Assessment
    • Peer review (360 degree)

Breland Facilitation

the johari window
The Johari Window

Known to self

Not known to self

Created by Joseph Luft and Harry Ingham in 1955 to help people better understand their interpersonal communication and relationships.

Known

to others

Blind Spot

Arena

Not known

to others

Façade

Unknown

Luft, J. and Ingham, H. (1955) "The Johari window, a graphic model of interpersonal awareness", Proceedings of the western training laboratory in group development. Los Angeles: UCLA

Breland Facilitation

360 degree feedback

Self

360 Degree Feedback

Supervisor

Gather behavioral performance feedback from as many sources as possible that have direct interaction - including a self assessment

Boards/ Councils

Team

Members

Internal Customers

Community

Members

External Customers

Peers

Direct Reports

Breland Facilitation

360 degree feedback1
360 Degree Feedback

Design a 360 survey tool that will gather information that is:

  • Based on the model
  • Focused on observable behaviors
  • Carefully worded

Breland Facilitation

performance improvement process intervention selection
Performance Improvement ProcessIntervention Selection

What is needed to allow improvement?

  • EAP / counseling
  • Education / Training
  • Mentoring
  • Incentives or consequences (appropriate motivation)
  • Organization / Work design

Volunteer Service: a multi-factor intervention option

Breland Facilitation

maslow s hierarchy of needs
Maslow’s Hierarchy of Needs

Need to do

fulfilling work,

be creative,

problem solve,

accept circumstances

Proposed by Abraham Maslow in his 1943 paper A Theory of Human Motivation.

Self Actualization

Self-Esteem

Need to feel respected, confident

Social

Need to belong to the group, friendship, family

Safety

Need to feel security of body, employment, resources

Survival

Need to physically function, breath, eat, sleep

This diagram shows Maslow's hierarchy of needs, represented as a pyramid with the more primitive needs at the bottom.

Breland Facilitation

performance improvement process intervention selection1
Performance Improvement ProcessIntervention Selection

What is needed to allow improvement?

  • EAP / counseling
  • Education / Training
  • Mentoring
  • Incentives or consequences
  • Organization / Work design

Volunteer Service: a multi-factor intervention option

Breland Facilitation

performance improvement process implementation plan
Performance Improvement ProcessImplementation Plan

How & how long for expected competency?

  • Timeline
  • Goals / objectives
  • Assignments
  • Registrations
  • Company improvement plan document

Breland Facilitation

performance improvement process evaluation
Performance Improvement ProcessEvaluation

Has the competency been achieved?

  • Repeat performance review
  • Review individual goals
  • Individual counseling

Has progress been made?

Breland Facilitation

performance improvement tips
Performance Improvement TIPS
  • Measure employees in like positions against the “ideal” not against each other.
  • Align company values/goals with individual performance.
  • Agree on expectations.
  • Consider performance from a holistic view – an employee is a whole person.
  • Don’t attempt to address all deficiencies at the same time. Prioritize and tackle one or two at a time.
  • Implement plans, follow through, and apply consequences (whether positive and/or negative).

Breland Facilitation

slide16

Development Strategy

Definition/Example

Company Alignment

Competency

Skills

What does the ideal

Model

Knowledge

Staff Member's

Development

performance look like?

Experience

(Broad Input)

External Benchmarks

360 Assessments

How is the staff member

Gap Analysis

Individual Counseling

performing to the ideal?

Individual goals

Lack of:

Education

What are the barriers to

Opportunity

Cause Analysis

performing at the

Environmental

ideal level?

Individual capacity

Motivation

Education

Training

What is needed to allow

Intervention

Org/ Work Design

performance improvement?

Selection

Incentives or

consequences

Timeline

Goals/objectives

How long to expected

Implementation

Assignments

competency?

Plan

Registration

Performance Improvement Plan

360 Assessments

Evaluation

Individual Counseling

Is competency achieved?

Individual goals

Breland Facilitation

slide17

Sue Breland

Sue@ImpactYour.Biz

512.394.9271

www.ImpactYour.Biz

Breland Facilitation

additional information
ADDITIONAL INFORMATION

Breland Facilitation