PerformanceEvaluationModernSampleFinal

Information about PerformanceEvaluationModernSampleFinal

Published on July 11, 2014

Author: ReadySetPresent

Source: authorstream.com

Content

Performance Evaluation: Performance Evaluation Sample Definition: Definition A review of an employee’s productivity, skill, and efficiency at work that is conducted by a manager. www.readysetpresent.com Page 2 Rising To The Challenge (1 of 2): Rising To The Challenge (1 of 2) Accentuate the positive. Put goals in writing. Make goals challenging, yet attainable. Check for compatibility. Set up yardsticks. Target. www.readysetpresent.com Page 3 Rising To The Challenge (2 of 2): Rising To The Challenge (2 of 2) Have perspective. First thing’s first. Review and revise. Focus attention. Chart progress. Give rewards. www.readysetpresent.com Page 4 Performance Appraisals: Performance Appraisals Objectives Understand the benefits of goal-oriented appraisals in motivating people to produce. Understand the importance of conducting effective performance interviews to the success of your own career and departmental goals. Assess your own attitudes toward judging the people who work for you, as well as with you. www.readysetpresent.com Page 5 Frequent Employee Complaints: Frequent Employee Complaints www.readysetpresent.com Page 6 Personal Performance Contract: Personal Performance Contract www.readysetpresent.com Page 7 A General Framework (1 of 3): A General Framework (1 of 3) Review organizational goals and results linked to factors of quality, quantity and time. Specify specific the results that are required. Ensure that employees’ results directly contribute to the organization’s goals and results. www.readysetpresent.com Page 8 A General Framework (2 of 3): A General Framework (2 of 3) Weight or prioritize the desired results. Identify first level measures to determine how well the results were achieved. Identify more specific first level measures as required. www.readysetpresent.com Page 9 A General Framework (3 of 3): A General Framework (3 of 3) Identify standards for how well these results were achieved. Document a performance plan, including desired results, measures and standards. Without this framework, a performance evaluation can be a failure. It takes time and persistence to successfully implement this framework. www.readysetpresent.com Page 10 Why Managers Dread Them: Why Managers Dread Them www.readysetpresent.com Page 11 Work Plan Chart: Work Plan Chart www.readysetpresent.com Page 12 Preparing for the Appraisal: Preparing for the Appraisal www.readysetpresent.com Page 13 PowerPoint Presentation: Download “ Performance Evaluation ” PowerPoint presentation at ReadySetPresent.com Slides include : 10 terms, the performance management cycle, the evaluation process, 6 manager’s responsibilities, 4 goal setting questions, 12 points on rising to the challenge, 7 performance applications, 4 benefits, 8 valuable functions of an appraisal, 11 additional values, 5 frequent employee complaints, 8 ground rules, 14 points on interviews , 6 points on personal performance contracts, 6 points on developing a personal performance contract, 4 elements of a personal performance contract, 5 points on performance appraisals, 10 points on a general contract, 5 points on why managers dread them, 14 points on a work plan, 21 points on a development plan, 6 pitfalls to avoid, 4 slides on constraints, 11 rating biases, 8 points on setting the stage, 8 points on beginning the discussion, 11 points on questions that facilitate appraisal discussions , 4 points on closing discussions , 8 keys for conducting appraisals, 6 points on conducting appraisal role plays, 6 points on why hold a feedback meeting, 15 points feedback meeting agendas, 5 points on self-esteem, 7 points on preparing for the appraisal, 3 points on results-oriented vs. process-oriented appraisals, 6 points on why appraisals are difficult, 17 points on feedback, 6 points on legally defensible do’s and don’ts, 4 points on tailoring your appraisal system to your organization, 4 points on involving employees positively in the appraisal process, 18 common mistakes for handling poor performers, 10 common job-quality complaints, 5 slides on discipline, 16 action steps, and much more ! Royalty Free – Use Them Over and Over Again. Now : more content, graphics, and diagrams www.readysetpresent.com Page 14

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