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A comprehensive resource for designing, implementing, and evaluating performance management systems that align employee goals with organizational objectives.
Performance Management forms are designed to evaluate performance and plan for employee development.
Setting up of developmental programs to improve performance
At the Performance Planning stage, ongoing performance feedback and coaching must be considered.
To be told that one is "dominating" will not be as useful as being told that, "In the meeting that just took place, you switched topics without asking if there were additional comments". This is an example of constructive feedback.
Name at least two (2) components of a standard written warning form
Performance management is a partnership between an employee and his/her supervisor to optimize performance.
Checked for ____________.
Discussions on strengths, gaps, career paths
It is defined as benchmarks against which performance is measured
Performance expectations should go beyond the job description and entail a range of expected answers.
Performance evaluation shall be done ______________.
A researcher who has created a model to talk about how an individual responds to a performance conversation
Done before the start of rating period
It is known as a benchmark for measuring performance.
One of the more time-consuming parts of creating a performance evaluation system can be the development of standard performance measures.
The ______________ period is not longer than one (1) calendar year.
Constructive feedback can praise good performance or correct poor performance and should be tied to the _______________.
Ask the receiver to rephrase the ____________ received to verify that it corresponds to what you had in mind.
The employee should be validated as a person in the handling of termination procedures, perhaps by giving a negative slant to the potential of the employee in the job market.
By promoting recognition of staff and improving communication, a performance evaluation system can motivate staff to do their best for themselves and practice.
Revisit Vision, Mission and Functions
_______________: Establishment of OPCR & IPCR
_Feedback presented at an inappropriate time may do more harm than good.
To overload a person reduces the _____________ that the feedback will be used.
Five (5) steps to a Performance Evaluation system
Note how ______________ (or exceeding) standards helps work group/organization meet strategic objectives.
Developing standard performance measures can be one of the more time-consuming parts of creating a performance evaluation system.
Name at least four (4) characteristics of an ideal Performance Management System.
Evaluations should be conducted fairly, consistently and subjectively to protect the employees and the organization’s practice.
Starting January 2015, all _______________ (NGAs, GOCCs, GFIs, SUCs, LGUs) must fully migrate to and adopt SPMS.
A performance evaluation system can motivate staff to do their best for themselves and the practice by promoting staff recognition and improving communication.
Detects “Red Flags” and “Gaps”
Five (5) steps for a system of performance evaluation
Office performance is assessed
_______________: Correct performances and deviations
Five (5) job performance areas that should be included in a performance evaluation form of most staff positions
A stage in the Performance Management Process which involves meeting between employees and the manager
These are defined as benchmarks against which performance is measured
One of the purposes of Performance Management system is that it facilitates Marketing decisions.
No SPMS, all personnel actions will be affected such as promotions, incentives, scholarships,______________and other rewards and recognition programs.
A performance evaluation is a part of performance management.
A researcher who developed a model to explore how a person reacts to a conversation about performance.
Directed toward behavior which the receiver can do something about.
Praise immediately on observing ______________.
The average performance rating of all individual employees shall NOT go higher than the ________________ of the office.
Improve team performance
As Performance Evaluation focuses on employee evaluation, Performance Management centers on employee __.
One way to ensure consistency in developing an evaluation form is to use a varied evaluation form for each evaluation.
Performance evaluation forms being used should focus only on the essential job performance areas.
Six (6) Factors Reshaping Organizations Today (SHRM Conference, 2015)
Limited to the amount of ____________ the receiver can use rather than the amount you would like to give.
Name at least four (4) performance management system characteristics.
An iterative process of goal-setting, communication, observation, and evaluation to support, retain and develop exceptional employees for organizational success
As pointed out by Edie Goldberg during the SHRM Conference 2015, for documentation to occur employees need to personally commit to the goals that they are trying to achieve.
Discussions happen when salary increases are awarded or performance problems emerge.
______________: Information system is established
Two important prerequisites before PM system are knowledge of the organization mission and strategic goals and knowledge of the job which is done through job description.
Performance signing
Supervisors rate individual employees thru documents, reports and verifiable output
________________: PMT calibrates and consolidates results
_______________ for reasonable office rules and regulations and simple neglect of duty for supervisors or employees responsible for delay or non-submission OPCR and IPCR.
In handling termination procedures, the employee should be validated as a person, perhaps by giving a negative slant to the employee’s potential in the job market
Four (4) most influential bodies of research and innovation that are impacting Performance Management today
Done on a regular basis & at all levels
No _______________ means agency’ s ineligibility to Grant of Step Increment based on Meritorious Performance pursuant to Joint CSC-DBM Circular No. 1, Series of 2012.
Performance Assessment helps the organization to use the information obtained in a productive manner for the future requirements.
No matter what the intent, feedback is often perceived as threatening thus subject to considerable distortion or ______________.
Given in order to help, not hurt.
_Feedback is most useful at the earliest opportunity after the behavior you want to address has been demonstrated (depending on the person's readiness to hear it, privacy, time available for discussion, etc).
The information collected by a Performance management system is most frequently used for identification of employee strengths and weaknesses.
Performance objectives provide employers with an opportunity to assess their employees’ contributions to the organization.
Focused on behavior rather than on the person. It is important that we refer to what a person does.
______________: Individual ratings are based solely on performance, no need for self-rating
The _______________ period is at least ninety (90) calendar days or three (3) months.
The meeting between the employees and the manager during the Performance Review stage is called __.
The method used to ensure that a company relates its vision / mission to its staff's work.
A stage in the Performance Management Process wherein the manager uses the insights and information gained from other phases to reset performance goals for employees.
Six (6) stages of the Performance management Process.
It is pointless and frustrating to be reminded of a trait over which one has no control.
Too often people give feedback to make themselves feel better.
The process used to ensure an organization connects its vision/mission to the work of its employees.
The primary goals of a performance evaluation system are to provide an equitable measurement of an employee’s communication to the workforce.
Written disciplinary and termination procedures should outline the actions that will be taken when employee performance deteriorates.
_____________: Type of interventions are identified
______________: “Diary” concept of evaluation
Followed up on at a later date. Be aware of the_____________ of your feedback.
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