Performance Planning & Review |
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How do we insure that our organizational goals are linked to our people?
Performance appraisal has seldom worked well in organizations. Some misguided recent innovations are aimed more at decreasing the pain than increasing the gain.
focus Performance Planning & Review is different! The emphasis is on the most positive and impactful part of the process... the performance plan. Employee development is fully integrated, instead of being treated as an after thought to be handled at the final review.
focus goal setting is powerful yet flexible. focus creates a link from organization goals to individual goals, creating a clear line-of-sight. Weight the goals if you wish. Optionally, develop action plans and identify success measures. focus helps you analyze whether efforts are properly aligned with the organization's most important priorities.
Persons 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 employees may wish to take advantage of the capability to measure performance on critical behaviors/competencies.
During the year, management and employees will use focus to help in achieving goals. Check goal status (not started, in progress, complete, etc.) at any time. focus becomes the medium for recording successes as well as barriers and making necessary changes in the plan.
Final performance evaluations are easy and contain a minimum of surprises because of the data that has already been captured by focus. Multi-rater input increases the validity of reviews.
focus Performance Planning & Review Features & Benefits
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Designed
to Help Manage Performance All Year:
focus
provides functionality for all stages of the performance management
cycle: planning, implementation, and reviews. |
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Comprehensive
and Flexible:
Develop goals, performance standards, and/or critical behaviors.
Describe action steps and success measures if you wish. Document
performance all year. |
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Accessible
to All: Individuals,
their supervisors, and even mentors have access all year. |
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Multi-rater
Feedback Brings Added Validity: Employees
or managers can easily solicit
feedback from others at any time on their performance and each
accountability. |
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Valid
& Defensible: Clear
job requirements, feedback throughout the year, employee
participation, and thorough documentation are only a few of the
features that increase validity and legal defensibility. |
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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. |
Typical Steps to Implement Performance Planning & Review
- If desired, develop performance standards for job. Select critical behaviors.
- Managers and individuals create goals and complete their performance plans. Optionally, they may create development plans.
- Performance is managed online and tracked throughout the year. Interim reviews can be conducted.
- Final performance reviews are completed and performance planning begins anew
"By putting technology in place you have the ability to insure that your organizational goals are being addressed as a team."
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focus © 1998-2009
Business Decisions, Inc.
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Contact Us: info@businessdecisions.com
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