1. 1. Performance Management Celina Miller
2. 2. Performance Management Performance management is defined by the Office of Personnel Management as systematic process by which an agency involved its employees as individuals and members of a group in improving organization effectiveness in the accomplishment of agency mission and goals.
3. 3. Performance Management Employee performance may be broken down into five difference sections 1. Planning work and setting expectations 2. Continually monitoring performance 3. Developing the capacity to perform 4. Periodically rating performance in a summary fashion 5. Rewarding good performance.
4. 4. Planning Planning requires all employees to be evolved. In order to be effective you must have the following clear goals, standards, and expectations of your employees to make the organization function.
5. 5. Monitoring Monitoring the progress of your team and the individual. As the lead on any team, I always schedule a weekly meeting with the team to discuss the progress or set backs we may be having. will keep you on track to the team goals, help the team brainstorm through any problems such as logistical or changes due to feedback from the supervisors. As a supervisor, we must continually monitor the progress of our team and individual employees. A clear expectation of what the are required to do on a regular bases. If the organizations goals or expectations have changed, the employees must be made aware of this so they can realign with the company.
6. 6. Developing Developing an employee is very important, you want all employees to feel valued. You must continually training employees so they can grow within the organization. Types of training offered to employees are below. training, seminars, and/or educational classes that are offered.
7. 7. Rating performance Employees need to be reviewed individually and as a member of the team. At a minimum this should be done semi annually. Progress on how they are doing, To receive feedback from the employee on how the company is doing, ways to improve the work center, and What training or certifications they should be working on to continue to move forward within the company. The second evaluation should be to let them know if they are still meeting those goals from the first evaluation, and to set more goals if necessary.
8. 8. Rewards Everyone wants to be compensated at work whether that is monetary, self-recognition, or formal recognition. Our company offers the following rewards: quarterly awards, yearly awards, annual pay awards, and command coins/plaques.
9. 9. References Brudan, A. (2010). Rediscovering performance management: Systems, learning and integration. Measuring Business Excellence, 14(1), 109-123. doi:http://dx.doi.org/10.1108/13683041011027490 http://www.opm.gov/policy-data- oversight/performance-management/overview- history/