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Performance Management

Webinar
Thursday, March 19, 2015
Agenda
Introduction and Todays Format

What is Performance Management?

The New Performance Management Policy

Campus Engagement

Resources

Frequently Asked Questions (FAQs)

Q&A
Introduction
Your Presenters Format
Presentation followed
by Q&A
Please hold your
questions until the end
Patrick Sheehan Angie Rosas
of the presentation
Shelly Vils Havel
Director of Workforce HR Specialist Training Please email
Relations, Classified Academic Personnel Coordinator and llemmer@ohr.wisc.edu
Human Resources Office (APO) Program Lead, for support issues
(CHR) HR Design during the webinar
Performance
Performance Management Subject
Video recording of
Management Matter Expert webinar will be
Subject Matter Expert available on
hrdesign.wisc.edu
within 24 hours
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What is Performance Management?
Performance Management is
an ongoing process where supervisors and employees work
together to plan, monitor, and review an employees work
objectives, goals, and professional development.
comprised of frequent informal conversations including
coaching, feedback and support to employees about their
work, needs and accomplishments related to the duties and
expectations of their positions.
Poll Question
The Performance Management Policy
Supervisors must conduct at least four performance
management activities with employees:
Expectations
Informal Mid-point Summary
and goal-setting
conversations conversation evaluation
conversations

The goal setting, mid-point, and summary evaluation


conversations must be documented.
Who Does It Affect?
Full-time permanent University (Classified) and Academic Staff
employees
Part-time permanent University (Classified) and Academic Staff
employees
Faculty who supervise University (Classified) and Academic Staff
employees
University (Classified) project employees with positions lasting
one year or more
Unclassified limited employees
Expectations and Goal-Setting
Managers/supervisors should have initial expectation and goal-
setting conversations with each of their new employees within
30 days of their start date, and annually after that. These
discussions should cover the major duties of the employees
position, work priorities, and how performance will be
evaluated.

Date of the conversation, goals, and expectations identified in


this meeting must be documented and then provided to the
employee.
Informal Conversations
Managers/supervisors should regularly engage in informal
conversations with their employees about the duties,
expectations and performance. These meetings should include
feedback, coaching and support about work, needs and
accomplishments.
Mid-point Conversation
Managers/supervisors should conduct a feedback and coaching
conversation approximately midway through a new employees
probationary period and midway through each performance
year after that. Documented mid-point conversations must
identify whether the employees performance is meeting
expectations.
Summary Evaluation
All managers/supervisors should conduct summary
performance evaluations with their employees at the conclusion
of each new employees probationary period and at the end of
each performance year after that.
At a minimum, supervisors should discuss:
a. Whether the employees performance met expectations
b. Whether the employee achieved annual goals
c. Professional development needs and opportunities
d. Options to develop additional skills and knowledge to foster
career growth
Policy Features and Benefits
Policy features:
Flexibility for schools and departments to design and implement their own
programs that satisfy the policy requirements
Support given by central human resources with training, resources, tools and
consultations
A few of the benefits to employees:
Through regular feedback, managers and supervisors are aware and able to
identify high-quality work within a formalized process
Clarifies expectations in addressing performance issues and identifying
developmental needs
Through a performance management process that allows regular interaction,
supervisors and managers are better able to determine a professional
development plan to further employee success
Promotes job satisfaction
Policy Implementation Timeline
Timing Activity
February 2015 Performance management policy received final
approval
Spring 2015 Performance management policy learning tools,
training and education introduced.
July 1, 2015 Performance management policy in effect. Policy
implemented by all departments and divisions across
campus.
July 1, 2016 Compliance date. Enforcement of policy for the
previous year reflected in documentation of the
required performance management elements
(expectations and goal setting, mid-point
conversation, and summary evaluation).
Campus Engagement
A few of the recent ways in which campus feedback has been gathered
Audience(s) Topic
HR Reps Performance Management Best Practices and
Managers and supervisors Tools Focus Group

Shared governance Performance Management Policy Forum

Performance Management Feedback Focus


Academic staff
Group

Performance Management Implementation


HR reps
Feedback Gathering Session

HR Reps Performance Management End-User


Managers and supervisors Requirements Building for Support Materials
Training Resources
Timing Intended Resource Description
Audience

Available NOW All Online Policy An online overview of the policy


employees Walkthrough components.

Beginning All Working in an A course on change management for all


Spring/Summer employees Ever-Changing employees.
2015 Environment Part I

Beginning Managers Working in an A course on change management for


Spring/Summer and Ever-Changing managers and supervisors.
2015 supervisors Environment Part II
Beginning All Introduction to Online module on developing SMART
Spring/Summer employees SMART Goals goals. This is the first of several tools
2015 eLearning (online) being developed to facilitate the
Module conversations required by the
performance management policy.
Training Resources
Timing Intended Resource Description
Audience
Beginning All SMART Goals Classroom training on developing SMART
Spring/Summer employees classroom module goals.
2015
Beginning All Skill Building Advanced training for the skills needed to
Spring/Summer employees Classroom Training facilitate the conversations required by
2015 the performance management policy.
Informational Resources
Timing Intended Resource Description
Audience

Available NOW All employees Performance Includes links to policy, resources


management webpage and trainings
on hrdesign.wisc.edu

Available NOW All employees Performance FAQ document on the


management FAQ performance management policy

Available NOW All employees Performance Basic overview on the


management fact sheet performance management policy

Available Spring All employees How performance A short video providing an


2015 management helps overview of the how the
employees performance management policy
helps UW-Madison employees
and the University as a whole
Frequently Asked Questions
Who Will Make Sure the Evaluations are Getting Done?

Divisions will work with their departments to identify a


process that works for them. Divisions will work with
Central OHR to ensure the evaluations are occurring.

Will Departments Still Use Their Own Review Forms?

Yes, as long as the review form meets the performance


management policy requirements.
Frequently Asked Questions
How will this system provide flexibility to schools and
divisions?

Each division is free to design and carry out a customized


performance management program that satisfies all required
elements of the campus-wide policy.

Will faculty who supervise Academic or University


(Classified) Staff be responsible for implementing the
performance management policy?
Yes. Faculty members who supervise Academic or University Staff
members will be responsible for conducting performance
management activities in accordance with the university policy.
Poll Question
Questions?
Please type your questions into the
chat window and we will address as
many as possible.

If your question isnt addressed today:


1. Check hrdesign.wisc.edu
2. Email hrdesign@news.wisc.edu
Audience Q & A
Thank You!

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