What is performance management?

Performance management is…

• n management of performance assessing

impact
• n taking care of people evidence and feedback
• n effective alignment of HR with school
improvement
functions pay and performance
• n differentiating between good, satisfactory
and poor
performance rewarding people fairly
 Goals of Performance
• Identifies meaningful performance
distinctions among the Department’s
managers and supervisors

• Incorporates strategic plans and

mission objectives with
accountability for achieving such
objectives into the performance
plans of managers and
supervisors
 Goals of Performance

• Provides substantial financial rewards

commensurate with top performance
 Key Performance
• Critical Element – an assignment or work
responsibility so important that unacceptable
performance on the element would result in a
determination that an employee’s overall
performance is unacceptable.

• Performance Award – a lump sum cash award

granted to an individual or group in recognition
of overall performance which exceeds
expectations.
 Key Performance (cont.)
• Performance Plan – all of the written, or
otherwise recorded, performance
elements that set forth expected
performance.
• Performance Standard – a work
requirement or expectation typically
conveyed in measures of quality, quantity,
timeliness, and manner of performance.
• Progress review –
a formal
communication with
the employee about
his/her performance
compared to the
established
performance
standards of critical
elements.
 GENERAL REQUIREMENTS
• Performance plans for managers and
supervisors must be established and in place no
later than 30 days from the beginning of the
performance appraisal period.
• At least one progress review must be conducted
annually--generally around the midpoint of the
performance appraisal period.
• Assistance must be provided to employees in
improving unacceptable performance.
Four-Level Performance Appraisal
System:
• Significantly Exceeds Expectations
– Meets Expectations
– Needs Improvement
– Fails to Meet Expectations
 Responsibilities of Managers
• Participate in the development of annual
performance plan including sub-elements and
standards
• Regularly report on the status of assignments
including any problems which may prevent their
successful completion
• Maintain complete records on work outputs for
use during progress reviews
• Include training as required for professional
development and performance of responsibilities
 Deriving Overall Performance
Ratings

• Significantly Exceeds Expectations (SE) –

Both critical elements must be rated SE

• Meets Expectations (ME) – At least one

critical element rated ME with the other
rated the same or higher
 Deriving Overall Performance
Ratings (cont.)

• Needs Improvement (NI) – At least one

critical element rated NI with the other
rated the same or higher

• Fails to Meet Expectations (FME) – At

least one critical element rated FME
 Performance Awards Eligibility

• Mandatory awards to employees rated

Significantly Exceeds Expectations

• Awards to employees rated Meets

Expectations are granted at the discretion
of the Head of the Departmental Element
QUESTIONS