Transcript Perf Eval Training
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Performance Evaluations
Evaluator Training
Prepared by SOCCCD Office of Human Resources
<< Topics
The Importance of Feedback
Barriers to Effective Feedback
Self-assessment for the Evaluator
What your Employees want to know
Characteristics of Effective Relationships
Communication
Feedback and Coaching Tips
Helping our Employees Succeed
<< Remembering an Evaluator Think back to a situation where a person’s feedback thinking others.
significantly changed your - creating a real “ah-ha,” opened doors for you (figuratively or literally), or told you your behaviors were impacting - What made this feedback memorable?
- What characteristics or qualities did the person exhibit that made you listen to his/her feedback?
- What impact has this piece of feedback or this relationship had on who you are today (personally and/or professionally)?
<< Barriers to Effective Performance Evaluations
Evaluating a person’s performance can raise uncomfortable feelings
Evaluator is afraid or dislikes confrontation
Risk of offending the employee
Too busy with other pressing issues
Lack of confidence or practice at writing an effective evaluation
Evaluation form is intimidating – takes too much time to complete
<< Self-Assessment Coaching Style
Do I have difficulty telling someone they “missed the mark” without putting them down?
Do my employees know at least two specific things they can do now to develop and grow as professionals?
Do I have an open door policy?
Do I give timely feedback?
Do they understand exactly what is expected of them?
Do I acknowledge their accomplishments?
<< Your Employees Want to Know . . .
How What Do What What
am I doing?
can I do to improve?
I have a chance for advancement?
is expected of me before the next review period?
kind of assistance can I expect?
Four out of five deal with the future!
<< Empowered Evaluator/Employee Relationships are Characterized by . .
High levels of trust Positive regard and respect
Understanding of each others’ values
Openness
Valuable information exchange and feedback
Opportunities for achievement and learning
Ability and readiness to solve problems
<< Create a Culture of Communication
Caring, concern, trust, open dialogue Positive Recognition
<< Meeting with your Employee Preparing for your meeting with your Employee:
Think about what you want to give and receive from this relationship
Meet with your Employee to:
Develop roles, expectations, and tasks
Discuss and agree on confidentiality
Discuss and agree on goals
Set up schedule for future meetings
<< Goal Setting Process
Drives basic expectations
Skills & Knowledge
Provide guidance and support in development Identify strengths & opportunities for improvement
Strengths & Opportunities Goals & Actions
Establish goals and identify specific actions to help employee meet goals
<< Knowledge, Skills & Abilities Assessment Used to:
Develop a shared understanding of position roles and responsibilities Communicate the underlying expertise required to be successful in one’s job Ensure consistency in employee expectations and performance measurement
<< Performance Standards Performance Standards should be:
Measurable
– quantity, quality, timeliness
Observable
– ability to see it happen and/or identify the effect or outcome
Reliable
– criteria established and agreed upon
Achievable
the outcome – employee must be able to control
Active
– describes the desired outcome
<< Supporting Employee Success
Supporting career goals and preparing our employees for success in the District
How will we accomplish our objective?
Performance management system with guidance and tools for: Counseling/Coaching Mentoring Feedback Expectations Framework Goal Setting
Performance
<< Performance Evaluations Purpose: To evaluate individual performance relative to skills, knowledge, abilities and achievement of individual goals
<< Preparing for the Performance Discussion
Review the Past
Analyze the Present
Plan for the Future
<< Discussing Unsatisfactory Performance
Focus on behavior and performance:
Specify desired changes Identify desired outcome
Elicit ideas for improvement
Focus on the future - where you want them to go
Put feedback in perspective
<< To be Effective, Feedback should be . .
Invited by the recipient
Given with care and attention
Specific and behavioral
Fully expressed
Non-judgmental
Correct and verifiable
Checked and clarified
Well-timed
<< Effective Coaching
Advise the way you would like to be advised
Talk with - not at your employees
Avoid surprise messages
Offer support, advice, follow-up, action plans
Show respect, empathy and understanding
<< Why do all this? To Improve:
Morale Productivity Efficiency Overall Job Performance Work Environment
<< Helping Our Employees Succeed The Evaluator/Employee relationship is a shared dynamic one which creates an environment in which personal growth is possible and imparts new knowledge and insight.
<< District Philosophy Commitment to the Individual: Training Support & Feedback
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QUESTIONS?
Contact: Office of Human Resources South Orange County Community College District (949) 582-4850