Performance Management and Evaluation

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

• True
• False

Done on a regular basis & at all levels

• Monitoring and Coaching

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

• misinterpretation

Praise immediately on observing ______________.

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

Directed toward behavior which the receiver can do something about.

• True
• False

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

• True
• False

These are defined as benchmarks against which performance is measured

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

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

______________: Information system is established

• Monitoring and Coaching

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

• True
• False

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

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

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

• performance management

Too often people give feedback to make themselves feel better.

• True
• False

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

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

• information

Office performance is assessed

• Review and Evaluation

_______________: Establishment of OPCR & IPCR

• Planning and Commitment

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

• True
• False

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

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

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

_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

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

• 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

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

• minimum appraisal

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

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

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

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

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

• True
• False

_____________: Type of interventions are identified

• Rewarding and Planning

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

• True
• False

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

The method used to ensure that a company relates its vision / mission to its staff's work.

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

• True
• False

Performance evaluation shall be done ______________.

• Review and Evaluation

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

It is known as a benchmark for measuring performance.

• performance standards

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

• Review and Evaluation

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

• True
• False

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

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

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

• effects

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

• 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

______________: “Diary” concept of evaluation

• Monitoring and Coaching

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

• performance management

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

• maximum appraisal

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

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

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

Setting up of developmental programs to improve performance

• Rewarding and Planning

Checked for ____________.

• clarity

Supervisors rate individual employees thru documents, reports and verifiable output

• Review and Evaluation

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

• True
• False

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

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

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

• True
• False

Detects “Red Flags” and “Gaps”

• Monitoring and Coaching

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

• agencies

Five (5) steps to a Performance Evaluation system

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

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

• final performance rating

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

• meeting

________________: PMT calibrates and consolidates results

• Review and Evaluation

_______________: Correct performances and deviations

• Rewarding and Planning

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

• True
• False

Improve team performance

• Monitoring and Coaching

Done before the start of rating period

• Planning and Commitment

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

• development

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

• performance review

Revisit Vision, Mission and Functions

• Planning and Commitment

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

• True
• False

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

• Appraisal meeting

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

• performance standards

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

• learning and development

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

• possibility

Discussions on strengths, gaps, career paths

• Rewarding and Planning

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

• True
• False

It is defined as benchmarks against which performance is measured

• performance standards

Performance signing

• Planning and Commitment

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

• True
• False

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

• True
• False

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

Given in order to help, not hurt.

• True
• False

A performance evaluation is a part of performance management.

• True
• False