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Performance Management 2012

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Session Agenda

 Shared Responsibility  Performance Management Cycle  Gonzaga’s Performance Review Process 2

Shared Responsibility

Shared Responsibility

 Establish clarity on job expectations, job description and duties  On-going communication  Regular meetings   Weekly email updates Project status reports  Document year-round 4

Performance Management Cycle

1 Setting Goals & Expectations

•Define job criteria by which performance will be measured based on job description •Communicate expectations •Rework objectives or performance standards, if necessary

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•Establish goals and objectives

Annual Performance Review 2 Performance Coaching

•GU Performance Review •Give effective feedback •Mistakes to Avoid •Recognize area of development •Behavior Based Statements •Coach for better performance •Document 5

Goal Statements

 Strategically aligned  Objective in measurement  SMART formula (Specific, Measurable, Agreed upon, Relevant, Timed)  May be necessary to revise or eliminate certain goals  Objectives may change based on the organization’s needs 6

Performance Management Cycle

1 Setting Goals & Expectations

•Define job criteria by which performance will be measured based on job description •Establish goals and objectives •Communicate expectations •Rework objectives or performance standards, if necessary

3 Annual Performance Review

•GU Performance Review •Mistakes to Avoid •Behavior Based Statements

2 Performance Coaching

•Give effective feedback •Recognize area of development •Coach for better performance •Document 7

Performance Management Cycle

1 Setting Goals & Expectations

•Define job criteria by which performance will be measured based on job description •Establish goals and objectives •Communicate expectations

3 Annual Performance Review

•GU Performance Review •Rework objectives or performance standards, if necessary

2 Performance Coaching

•Define coaching •Give effective feedback •Mistakes to Avoid •Recognize area of development •Behavior Based Statements •Coach for better performance •Document 8

Performance Review Process

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Performance Review Process

 Complete by first week of July  Manager forwards to dept. head, dean, or area vice president for signature  Send original to HR  Give copy to employee  Manager to conduct on-going performance discussions  Any employee concern regarding their review should be addressed within their area vice president division

GU Performance Review Packet

 Overview document - compensation philosophy, guidelines and annual review rating definitions  Employee self-review document - contains self assessment and employee goals  Include any specific job criteria added to the review  Annual performance review document performance and behavior criteria 11

Next Steps

Upcoming Trainings:

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Giving and Receiving Feedback

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Improving Time-Management & Organization Resolving Conflict http://www.gonzaga.edu/gutraining Performance Management PowerPoint, Self Reviews and Review Forms are located at: http://www.gonzaga.edu/hr

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Questions?