Haygroup的绩效管理流程手册

StateofOklahomaOfficeofPersonnelManagementPerformanceManagementProcessHandbookMarch1999ThePerformanceManagementProcessHandbook:Firstprinting,1998.Revised,secondprinting,1999.FourhundredcopieswerepreparedinMarch1999anddistributedatacostof$865.80.CopieshavebeendepositedwiththePublicationsClearinghouseoftheOklahomaDepartmentofLibraries.SpecialacknowlegementtothestaffmembersfromOPM’sPersonnelAssessmentDivision:JoeDavenport,SpencerAnthony,andLiseDeShea;TheHayGroup;andtheninestateagencieswhoparticipatedinthepilotproject:theArtsCouncil,theDepartmentofCorrections,theDepartmentofEnvironmentalQuality,theOfficeofHandicappedConcerns,theBoardofMedicolegalInvestigations,theMilitaryDepartment,theOfficeofPersonnelManagement,theDepartmentofTransportation,andtheWaterResourcesBoard.TableofContentsTableofContentsPerformanceManagementProcessOverviewPage•IntroductiontothePerformanceManagementProcess.......................1•WhyChange?.....................................................2•DefinitionofTerms................................................•StateLawsonPerformanceManagement................................35•FeaturesofthePMP...............................................6•RoleofSupervisors,EmployeesandReviewersinthePMP...................7•TimeGuidelinesforthePMP.........................................10•SummaryofthePMPForm..........................................11•LayoutoftheRemainderoftheHandbook...............................12PhaseI:Planning.......................................................13•IntroductiontothePlanningPhase.....................................15•Accountabilities....................................................16•CreatingPerformanceStandards.......................................18•DesignatingtheImportanceofAccountabilities............................20•ExampleofanAccountabilityonthePMPForm...........................20•ExplainingBehaviors...............................................21•ExamplesofBehaviors..............................................23•CompletingthePlanningPhase.........................................28PhaseII:Coaching.....................................................29•OngoingFeedback.................................................31•CollectingPerformanceInformation....................................32•PreparingforCoachingSessions.......................................33•DuringaCoachingSession...........................................•Coachingvs.ProgressiveDiscipline....................................3436PhaseIII:Review......................................................37•Review..........................................................39•PreparingforReviewSessions.........................................40•RatingErrorsandBiases.............................................41•RatingtheAccountabilities...........................................•BorderlineCases:HowtoDecide?.....................................4243•OverallAccountabilityRating.........................................45•RatingtheBehaviors................................................46•OverallPerformanceRating...........................................47•Summary/DevelopmentPlan..........................................49•PreparingfortheYear-EndDiscussion..................................50•DuringtheYear-EndReview..........................................51•WritingtheDevelopmentPlan.........................................53•OnePMPCycleEnds,AnotherBegins..................................55Appendix.............................................................57•SamplePMPForm(OPM-111)TableofContents(Thispagehasbeenleftblankintentionally.)PerformanceManagementProcessOverview1IntroductiontothePerformanceManagementProcessThishandbookisanintroductiontothePerformanceManagementProcess(PMP),providinginformationtoStateofOklahomaemployees,supervisorsandotherswhohaveaninterestinperformancemanagement.WhilesupervisorsmayusethishandbookasareferenceguidetothePMP,thisdocumentisnotintendedtostandalone;allsupervisorswillreceivetrainingandadditionalreferencematerialonthenewperformancemanagementsystem.ThePMPisdesignedtobeayear-roundpartnershipbetweenemployeesandsupervisorsintheplanning,coachingandreviewingofjobperformance.Unlikepreviousstatewidesystemsforperformanceappraisal,thePMPtakesintoconsiderationnotjustemployees’Accountabilities,butalsoasetoffiveBehaviorsthatinfluencetheirperformance:CustomerServiceOrientation,Teamwork,Problem-SolvingInitiative,LeadershipandObservingWorkHours/UsingLeave.Formanystateworkers,theseBehaviorsmayseemfamiliar,astheywerechosentoreflectperformancefactorsthatvariousagencieshaveincludedintheirownevaluationsystemsforyears.Performancecoachingiscriticaltotheprocess.EmployeesandsupervisorsareexpectedtohaveongoingdiscussionsabouttheBehaviors,skillsandabilitiesrequiredtosucceed.Thishandbookexplainstheyear-roundprocess,fromtheplansthatemployeesandsupervisorsmakeregardingAccountabilitiesandBehaviors,tothecompletionofthePMPform(OPM-111).Thegraphicbelowshowshowtheendofonecycleleadsintothenextyear’sperfo