PM Process

PM Process

1. PREREQUISITES

   • Knowledge of the organization’s mission and strategic goals
     • Strategic planning
       • Purpose or reason for organization’s existence
       • Where organization is going
       • Organizational goals
       • Strategies for attaining goals
   • Knowledge of the job in question
     • What KSAs are needed?
       • (use form of) Job Description
         • Job duties, KSAs, Working conditions
     • What tasks need to be done?
       • Job Analysis (use)
         • Interviews Observation Questionnaires
     • How they should be done?
       • All incumbents should review information and provide feedback re: Task, Frequency Criticality

2. PERFORMANCE PLANNING

   • Results
     • Key accountabilities
       • Broad areas of a job for which the employee is responsible for producing results
     • Specific objectives
       • Statements of outcomes: Important, Measurable
     • Performance standards
       • “Yardstick” to evaluate how well employees have achieved each objective
   • Behaviors
     • How a job is done
   • Development Plan
     • Goals to be achieved in each area of improvement
     • Areas for improvement

3. PERFORMANCE EXECUTION

   • Employee Responsibilities
     • Commitment to goal achievement
       • Ongoing requests for feedback and coaching
         • Communication with supervisor
           • Collecting and sharing performance data
             • Preparing for performance reviews
   • Manager Responsibilities
     • Observation and documentation
       • Updates
         • Feedback
           • Resources
             • Reinforcement

4. PERFORMANCE ASSESSMENT

   • Manager assessment
   • Employee assessment
   • Other sources (e.g., peers, customers, etc.)
   • 1.Increase employee ownership 2. Increase commitment 3. Provide information 4. Ensure mutual understanding

5. PERFORMANCE REVIEW

   • Overview of Appraisal Meeting
     • Past - Behaviors and results
       • Present - Compensation to be received
         • Future New goals and development plans
   • Six Steps for Conducting Productive Performance Reviews
     • Identify what the employee has done well and poorly
       • Solicit feedback
         • Discuss the implications of changing behaviors
           • Explain how skills used in past achievements can help overcome any performance problems
             • Agree on an action plan
               • Set a follow-up meeting and agree on behaviors, actions, attitudes to be evaluated

6. PERFORMANCE RENEWAL & RECONTRACTING

   • Its identical to planning stage
   • Manager uses the insights & information gained from other phases to reset performance goals for employees

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