Performance Planning & Review
How do we insure that our organisational goals are linked to our
people?
Performance appraisal has seldom worked well in companies. Some
misguided, recent innovations are aimed more at decreasing the pain
than increasing the gain.
focus Performance Planning and Review is different! To start
with, the emphasis is on the most positive and impacting part of
the process … the performance plan. Also, employee development
is fully integrated, instead of being treated as an afterthought
to be handled at the final review.
focus goal setting is powerful yet flexible. focus links
individual goals to departmental goals, which are linked to Business
Unit and/or Company goals, creating a clear line-of-sight. Weight
the goals if you wish. Optionally, develop action plans and identify
measures.
People whose jobs are not goal-based will most likely use focus
performance standards. These define the meaning of outstanding performance
for the most critical parts of the job. Additionally, all levels
may wish to take advantage of the capability to measure performance
on critical behaviours/competencies.
During the year, everyone will use focus to help in achieving
goals. focus becomes the medium for recording successes as
well as barriers and making necessary changes in the plan as required.
Final performance evaluations are easy and contain a minimum of
surprises because of the data that has already been captured by
focus. Multi-assessor input increases the validity of reviews.
focus Performance Planning & Review Features & Benefits
- Designed to Help Manage Performance All Year
focus provides functionality for all stages of the
performance management cycle: Planning, measurement and
refocusing, and reviews.
- Comprehensive and Flexible
Allows for goals, performance standards, and critical behaviours.
Use some or all of the detail that makes sense for your
company.
- Accessible to All
Individuals, their supervisors, and even mentors have access
all year.
- Group Management Tools
Managers can view plans and progress for each departmental
goal.
- Valid & Defendable
Clear job requirements, feedback throughout the year, employee
participation, and multiple assessors are only a few of
the features that increase validity and legal defensibility.
- Fully Integrated with Other focus Functions
Users may identify the skills they need to be successful
with their current goals or performance standards and move
directly to creation of a development plan.
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Typical Steps to Implement Performance Planning & Review
- If desired, develop performance standards for the job.
Select critical behaviours.
- Individuals create performance plans. Optionally, they
may create development plans.
- Performance is managed online and tracked throughout the
year.
- Performance reviews are completed and the performance
planning process begins anew.
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