Admin and Support Staff Performance Management. Line Manager Training 16 September 2010 3.00 – 5.00 pm 17 September 2010 9.00 – 11.00 pm 27 September 2010 3.30 – 5.30 pm 25 August 2011 3 .30 – 4.30 pm 30 August 2011 12.00 –1.00 pm. Content. Goals for today
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Admin and Support Staff Performance Management Line Manager Training 16 September 2010 3.00 – 5.00 pm 17 September 2010 9.00 – 11.00 pm 27 September 2010 3.30 – 5.30 pm • 25 August 2011 3.30 – 4.30 pm • 30 August 2011 12.00 –1.00 pm
Content • Goals for today • Background - and how we got here • Admin and Support Staff Performance Management - Philosophy and Advantages • Competencies 能力 • Job Profile • Job Profile Evaluation • Timeline and Due Dates in the Cycle • Goal Setting • Performance Discussion in the End-of-Year Meeting • Interim Meeting (Mid-Year Review optional / Interim Meeting when needed) • EDP • Return the documents to HR • Documentation - Folders for each department containing all personalized employee documents • Future Aspirations • Take-away
Goals for Today • Understand the process cycle, roles and responsibilities of different parties • Take ownership to fulfill the requirements despite the admin burden • Dynamic Salary Increases will not be discussed in details today as they have not been finalised yet. - Your input will be taken into consideration when developing the details and you will all be trained before implementation.
Background • Accreditation Report 2008 notified about missing salary structure and PM within admin and support • Salary Structure • Hay Group Project SY 2008-09 (decision SY 2007-08) • Different constituency groups • Performance Management • External HR Consultant Cindy Jensen was assigned Nov 2009 • Task Force and Different constituency groups • Different phases of the process over the School Year 2009-10, training in June 2010, implementation in School Year 2010-11 • One school year 2010-11 experience of the system • Further development in the future
Admin and Support Staff Performance Management - Philosophy and Advantages • The deeper meaning of Performance Management • To help staff members to develop • To help the manager to develop • To help the employer to manage the performance
Competencies 能力 • Core Competencies (all applicable) • Communication • Teamwork & Collaboration • Service Excellence • WAB Fit • Role Competencies (at least two applicable) • Problem Solving • Creativity & Innovation • Technical Expertise • Planning & Initiative • Attention to Detail • Leadership • Three different levels of each, 1 lowest, 3 highest
Job Profile • Individual for each job at WAB • Person’s name is attached when the PM process is started • Do not personalize the competency expectations in the job profile stage • The performance evaluation will be personalized in the PM process
Job Profile Evaluation • Completed by the line manager and shared with the staff member during the Goal Setting and End-of-Year meetings. It may also be used for Interim Meetings. • The line manager will transfer Competency Expectations for the role from the Job Profile provided by HR. – Prior to the meeting. • The line manager will evaluate (1,2,3) current Competency levels for staff member and share evaluation during their meetings together.
Goal Setting • Preparation • Transfer the Job Profile Competency Expectations (1,2,3) to the Job Profile Evaluation document • Evaluate employee’s current status (1,2,3) • In the meeting - Discuss and agree on SMART goals • Specific • Measurable • Attainable • Realistic • Timely
Performance Discussion in the End-of-Year Meeting • Both parties participate filling in the document prior to the meeting – return to the line manager 2 days before • Performance Discussion in the meeting • Objective assessment • Balanced and honest feedback • Peer to peer (can be taken into account) • Manager to subordinate • Subordinate to manager • Evaluation against the goals in light of the competencies • Each competency will get evaluated again (1,2,3) (JPE) • Overall Assessment (meets / exceeds / does not meet expectations) (End-of-Year document) – not a GPA
Interim Meeting • Mid-year review is optional but can always arranged as an Interim Meeting. • Interim Meeting should always be conducted by the employee’s request. • Interim Meeting should always be conducted and repeated if necessary in case of performance issues.
EDP • The Employee Development Plan Discussion (EDP) in the End-of-Year Meeting • EDP forms a big part of the following year’s goals – half of your goal setting meeting work will be done!
Document Filing • At the moment paper process • Document copies that shall be returned to HR • Job Profile Evaluation • Goal Setting Agreement • End-of-Year Meeting • [Interim Meeting if applicable] • Paper trail is a must in case of actions in performance issues are required!
Documentation and Roles • Documentation • Job Profile (personalized) ✓ • Job Profile Evaluation ✓ • Goal Setting Agreement ✓ • End-of-Year Meeting ✓ • Interim Meeting ✓ • Performance Management Guidelines (Descriptive) • Tools / Responsibilities / Timeline (Check list) • Booklet (Comprehensive) • Roles in the PM Process – use the check list • Line Manager • Admin or Support Staff Member
Future Aspirations • To fix all the glitches ✓ • Dynamic Salary Increases ✓ • On-line process • 360°? • Open to development ideas and feedback • PM a pre-requisite for contract renewal, or staff or line manager salary increases?
Take-away • Performance Management is an on-going process, not only once-or-twice-a-year must • The ultimate goal in to become better communicators on both sides of the process and develop higher level of overall performance with individuals as well as within the organisation.
Thank You 谢谢 Q & A