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Performance Management for HR Practitioners

Week 1: Role of the HR Practitioner

Instructor: Amanda Custer

Introductions: Your Host

Andrew Krzmarzick

GovLoop, Director of Community

Engagement

Course Objectives (1 of 3)

After completing this course, you will be able to: Describe the phases and requirements of the

performance management process Identify the controlling authorities Describe the functions, core responsibilities,

and soft skills required of the HR Practitioner related to performance management

Identify practices that encourage more regular and meaningful communication with supervisors/managers

Course Objectives (2 of 3)

Explain the importance of each phase in relation to the overall performance management process

Identify the supervisor/manager responsibilities in each phase

Explain the practitioner’s role in each phase

Identify appropriate performance-based actions a practitioner can advise a supervisor/manager to take

Course Objectives (3 of 3)

Identify relevant authorities for the use of performance management

Demonstrate the ability to apply course content in a simulation of a year-long performance review cycle

Understand the benefit of using sound performance management techniques

Week 1 Webinar Agenda

Logistics and Introductions What is Performance Management? - Guide, p. 21 Performance Management Process - Guide, pp. 22-27

Authority - Guide, p. 28 The HR Practitioner, Guide, pp. 29-30 HR Practitioner Scenario / Story Interactive Chat: What skills do HR Practitioners need to

be effective? p. 31 Q &A Summary Week 1 Assignments

Logistics

If you have not joined the GovLoop Virtual Classroom, please do so!

Let’s make this interactive: Submit questions in the chat box - our expert will field them, during

and/or at the end

If you have any technical difficulties, use the chat window Direct it to “Bryce Bender” (not “all participants”)

We are recording each session After the session, you will be able to find a link to the archived version

of the webinar on the Week 1 page of the course group on GovLoop

Don’t forget your reading, discussion and partner reflection!

Amanda Custer

Introductions: Your Instructor

Picture HERE

Human Resources Consultant,

U.S. Office of Personnel Management

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Lesson 1: Overview of

Performance Management and the

Role of the HR Practitioner

Welcome

Activity

What is Performance Management?

A system that is used to track, monitor, and improve organizational performance

A method of evaluating employee progress towards predetermined outcomes

A year-long cycle of established formal meetings and management responsibilities

Performance Management Process

Planning

Monitoring and

Developing

Rating and

Rewarding

Coaching and

Feedback

Coaching and

Feedback

Coaching and

Feedback

Planning Phase

First phase of the process

Occurs within first 30 days of the cycle

Employee’s performance plan for the next year is identified

Supervisors/managers write the performance plan with input from their employees

Planning

Monitoring and Developing Phase

Phase covers most of the year

Includes a mid-year review as a checkup on the performance plan

Supervisors/managers should use this time to provide feedback on the employee’s performance

Monitoring and

Developing

This is also a time for supervisors to think

about formal training, job shadowing or other types of developmental

activities for their employees

Rating and Rewarding Phase

Final phase in the performance management cycle

Includes a formal performance review

Employee is given a rating based on performance over the past year

Employee is rewarded based on performance rating

Rating and

Rewarding

Coaching and Feedback

Communication occurs throughout the performance management cycle

Feedback is provided in both formal and informal sessions

Supervisors/managers should always be looking for coaching opportunities

Employees take the responsibility to continually improve

Coaching and

Feedback

Employees and supervisors often report wildly different answers

when asked how often they receive or provide feedback,

respectively

The Big Picture

Successful performance management aligns

employee tasks with the agency’s mission.

Authority

The following sources provide the authority for the use of performance management: 5 U.S.C. Chapter 43 5 CFR Parts 430 and 432 Collective bargaining agreements Prior case law

HR Practitioners’ Responsibilities

HR Practitioners have responsibilities to: Agency

management Other HR

Specialists

One of your most valuable roles is to provide support to supervisors on policy issues and best practices

How can I help? Use this training

to build a network of colleagues to

share stories and seek counsel

Let’s hear from you!

Poll 1: Planning

What tools do you use to transfer Performance Management skills or

information to the supervisors you work with?

Let’s hear from you!

Poll 2: Monitoring and Developing

What tools would you suggest supervisors use to effectively monitor

their employees' performance?

Let’s hear from you!

Poll Question 3: Coaching and Feedback

What have you found to be your managers' biggest "hang up" when

it comes to dealing with poor performance?

Q&A Time

Submit Your Questions Via the Chat Box

Think about our previous poll questions: Did they make you think of any critical skills you have or gaps you need to develop?

What other questions do you have related to the information you learned today?

Key Points (1 of 2)

The performance management process improves the overall performance of the employee and the organization

The process has three formal phases: Planning Monitoring and Developing Rating and Rewarding

Ongoing communication is critical for helping employees meet expectations

Planning

Monitoring and

Developing

Rating and

Rewarding

Coaching and

Feedback

Coaching and

Feedback

Coaching and

Feedback

Key Points (2 of 2)

HR Practitioners serve two groups: agency management and other HR Specialists

HR Practitioners must have numerous skills to be successful

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Questions?Ask the expert!

Submit your questions in the chat window ..

Week 1 Assignments

Join GovLoop Virtual Classroom

Attend Webinar ✓

Complete Readingso “All About Clarity” (Blog Post)o “The Importance of Performance Management and

Workforce Planning” (Podcast / Blog Post)

Engage in Group Discussion (Thursday, February 28 at 2p ET)

Submit Reflection to Class Partner by Friday COB

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Thank YouPlease send

questions or course feedback to

Andrew@GovLoop.com