Performance Management and Evaluation

Setting up of developmental programs to improve performance

• Rewarding and Planning

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

• True
• False

The primary goals of a performance evaluation system are to provide an equitable measurement of an employee’s communication to the workforce.

• The primary goals of a performance evaluation system are to provide an equitable measurement of an employee’s communication to the workforce.
• Select one:
• True
• False

Name at least two (2) components of a standard written warning form

• A description of the behavior or problem that includes objective findings
• The support the employer will provide for improvement
• The description of the employee and appraiser and the date of the warning

Name at least four (4) characteristics of an ideal Performance Management System.

• Meaningfulness
• Practicality
• Strategic congruence
• Thoroughness
• Competition
• Development
• Collaboration

Four (4) most influential bodies of research and innovation that are impacting Performance Management today

• Advertisement
• Social Technologies
• Goal Setting Theory
• Advocacy
• Neuroscience
• Mindsets
• Skills

Directed toward behavior which the receiver can do something about.

• True
• False

Five (5) job performance areas that should be included in a performance evaluation form of most staff positions

Office performance is assessed

• Review and Evaluation

The _______________ period is at least ninety (90) calendar days or three (3) months.

• minimum appraisal

Five (5) steps for a system of performance evaluation

• Measure actions and changes
• Provide description for improvement
• Set guidelines for feedback
• Set an evaluation schedule
• Identify performance measures
• Develop an evaluation form
• Create disciplinary and termination procedures
• Set a date that is needed

Limited to the amount of ____________ the receiver can use rather than the amount you would like to give.

• information

Focused on behavior rather than on the person. It is important that we refer to what a person does.

• True
• False

Done on a regular basis & at all levels

• Monitoring and Coaching

_______________: Correct performances and deviations

• Rewarding and Planning

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.

• True
• False

Discussions on strengths, gaps, career paths

• Rewarding and Planning

Given in order to help, not hurt.

• True
• False

_______________: Establishment of OPCR & IPCR

• Planning and Commitment

No SPMS, all personnel actions will be affected such as promotions, incentives, scholarships,______________and other rewards and recognition programs.

• learning and development

Name at least four (4) performance management system characteristics.

• Competition
• Meaningfulness
• Practicality
• Collaboration
• Strategic congruence
• Thoroughness
• Development

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.

• True
• False

As Performance Evaluation focuses on employee evaluation, Performance Management centers on employee __.

• development

Performance management is a partnership between an employee and his/her supervisor to optimize performance.

• True
• False

One of the purposes of Performance Management system is that it facilitates Marketing decisions.

• True
• False

Constructive feedback can praise good performance or correct poor performance and should be tied to the _______________.

• performance standards

Starting January 2015, all _______________ (NGAs, GOCCs, GFIs, SUCs, LGUs) must fully migrate to and adopt SPMS.

• agencies

Followed up on at a later date. Be aware of the_____________ of your feedback.

• effects

_____________: Type of interventions are identified

• Rewarding and Planning

The ______________ period is not longer than one (1) calendar year.

• maximum appraisal

Discussions happen when salary increases are awarded or performance problems emerge.

• True
• False

_Feedback presented at an inappropriate time may do more harm than good.

• True
• False

Evaluations should be conducted fairly, consistently and subjectively to protect the employees and the organization’s practice.

• True
• False

A researcher who has created a model to talk about how an individual responds to a performance conversation

By promoting recognition of staff and improving communication, a performance evaluation system can motivate staff to do their best for themselves and practice.

• True
• False

Improve team performance

• Monitoring and Coaching

A researcher who developed a model to explore how a person reacts to a conversation about performance.

Six (6) Factors Reshaping Organizations Today (SHRM Conference, 2015)

• Increased Competition
• Closeness
• Reliability
• Meaningfulness
• Macro Economic Environment
• Specificity
• Agility/Pace
• Collaboration
• Workforce
• Globalization

Done before the start of rating period

• Planning and Commitment

Supervisors rate individual employees thru documents, reports and verifiable output

• Review and Evaluation

It is known as a benchmark for measuring performance.

• performance standards

Checked for ____________.

• clarity

It is defined as benchmarks against which performance is measured

• performance standards

______________: “Diary” concept of evaluation

• Monitoring and Coaching

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.

• functional SPMS

Performance Assessment helps the organization to use the information obtained in a productive manner for the future requirements.

• True
• False

At the Performance Planning stage, ongoing performance feedback and coaching must be considered.

• True
• False

______________: Individual ratings are based solely on performance, no need for self-rating

• Review and Evaluation

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.

• True
• False

Ask the receiver to rephrase the ____________ received to verify that it corresponds to what you had in mind.

Written disciplinary and termination procedures should outline the actions that will be taken when employee performance deteriorates.

• True
• False

Performance evaluation shall be done ______________.

• Review and Evaluation

Revisit Vision, Mission and Functions

• Planning and Commitment

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.

A stage in the Performance Management Process which involves meeting between employees and the manager

• performance review

A performance evaluation is a part of performance management.

• True
• False

To overload a person reduces the _____________ that the feedback will be used.

• possibility

One way to ensure consistency in developing an evaluation form is to use a varied evaluation form for each evaluation.

• True
• False

________________: PMT calibrates and consolidates results

• Review and Evaluation

Performance expectations should go beyond the job description and entail a range of expected answers.

• True
• False

Developing standard performance measures can be one of the more time-consuming parts of creating a performance evaluation system.

• Developing standard performance measures can be one of the more time-consuming parts of creating a performance evaluation system.
• Select one:
• True
• False

The average performance rating of all individual employees shall NOT go higher than the ________________ of the office.

• final performance rating

A performance evaluation system can motivate staff to do their best for themselves and the practice by promoting staff recognition and improving communication.

• True
• False

Performance Management forms are designed to evaluate performance and plan for employee development.

• True
• False

The process used to ensure an organization connects its vision/mission to the work of its employees.

• performance management

The information collected by a Performance management system is most frequently used for identification of employee strengths and weaknesses.

• True
• False

Note how ______________ (or exceeding) standards helps work group/organization meet strategic objectives.

• meeting

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.

• True
• False

Performance evaluation forms being used should focus only on the essential job performance areas.

• True
• False

Detects “Red Flags” and “Gaps”

• Monitoring and Coaching

Six (6) stages of the Performance management Process.

• Performance Renewal and Re-contracting
• Performance Execution
• Planning
• Performance Review
• Performance Planning
• Performance of Prerequisites
• Performance Appraisal
• Prerequisites
• Performance Assessment

These are defined as benchmarks against which performance is measured

Praise immediately on observing ______________.

• Praise immediately on observing ______________.
• Answer:
• good performance

One of the more time-consuming parts of creating a performance evaluation system can be the development of standard performance measures.

• True
• False

Performance objectives provide employers with an opportunity to assess their employees’ contributions to the organization.

• True
• False

_______________ for reasonable office rules and regulations and simple neglect of duty for supervisors or employees responsible for delay or non-submission OPCR and IPCR.

• Administrative sanction

_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).

• True
• False

An iterative process of goal-setting, communication, observation, and evaluation to support, retain and develop exceptional employees for organizational success

• performance management

No matter what the intent, feedback is often perceived as threatening thus subject to considerable distortion or ______________.

• misinterpretation

Five (5) steps to a Performance Evaluation system

The meeting between the employees and the manager during the Performance Review stage is called __.

• Appraisal meeting

______________: Information system is established

• Monitoring and Coaching

Too often people give feedback to make themselves feel better.

• True
• False

It is pointless and frustrating to be reminded of a trait over which one has no control.

• True
• False

Performance signing

• Planning and Commitment