Process and

Principles

Agenda
By the end of today, you will
Understand the PM process at GW
Know each major PM milestone in the
process and their underlying principles
Discover the tools and resources available
to support you

PM is Ongoing
EstablishGoals
&Priorities

PrepareSelf
Assessments

Coaching,
Feedback&
Recognition

PerformanceManagementisan
ongoing,iterativeprocess.
Thereisnobeginningorend.
Discuss
Performance&
Development

Finalize
Performance
Reviews

PerformanceCheckpoints

Goal Setting
Benefits
Ensures objectivity
Serves as road map
Identifies results that need to be achieved
Outlines actions required to achieve results

Goal Cascade
GW Strategic Plan
School/Division
Department/Team
Individual

SMART Goals
S Specific

Beclearabout exactlywhatyouwanttoaccomplish.

M Measurable

Haveaquantifiable wayoftrackingyourprogressfrom
starttofinish.

A Attainable

Goalsmust berealistic;goalsshouldgivepeople
somethingtostretchfor,buttheyshouldnotbeoutof
reach.

R Relevant

Goalsshouldbeconsistentwiththevisionandmission
oftheorganization.

T Timebound

Yourgoalsmusthavedeadlines,milestonesand/or
timelines.

Goal - design a departmental newsletter

S Specific
M Measurable
A Attainable

R Relevant
T Timebound

Design anewsletterthatsharesinformationabout
recenteventsandinitiatives.
Improve communicationratingsonanannual
customersurveyby15%.
SMARTGoal:
Designaquarterlydepartmentalnewsletter
Ihavethesoftwaretodesignthenewsletter andwill
thatsharesnewsandinitiativesfromallareas
beabletoscheduletraininginthatsoftwarenext
withinourdepartmentbyJuly,andimproves
month.
ourannualratingsforcommunicationby15%.
Ourteamhasagoal toincreaseawarenessofwhat
wedoandwhatournewprogramsare.
CompletedbyJuly,intimeforthe1st issuetobesent
outinthe1st monthofthefiscalyear.

Goal Setting Resources

http://ode.hr.gwu.edu/goalsetting

Self-Assessments
Completing your self-assessment helps you
actively participate in the review process by:
Advocating for your performance
Giving you time to reflect on your
accomplishments and challenges
Communicating your developmental needs and
interests
Increasing your self-knowledge

Goals & Accomplishments

Summarize goal achievement
Highlight significant accomplishments &
areas of improvement
Comment on key performance factors

Key=BALANCE+lessismore

Supervisor Tips
Recognizewhenexpectationswere
exceeded
Indicatedisagreements
Avoidusingvaguelanguageandmaking
assumptions
Beobjective
Acknowledgegoalachievement
Clarifyexpectationsforthefuture

Professional Development Plan

(PDP)
Briefly highlight what PD activities you
completed in the last year
Describe what PD activities you want to
pursue this year

Key=Makethisthemostimportantsection

http://ode.hr.gwu.edu/learnnow

Supervisor Tips
Recognizedevelopmentfromlastyear
TiedevelopmenttoKPFperformance
andgoalachievement
Indicateagreementwithemployee
suggestions
Identifyonthejoblearning
opportunities

Professional Development
Resources
Lynda.com
Lynda offers tutorial videos on
creative, business, and software
skills, including courses for programs
such as Photoshop and Excel.
Lynda.it.gwu.edu

PD Resources Contd

http://ode.hr.gwu.edu/learnnow

Performance Review
Goals & Accomplishments and PDP
Self-Assessment

Key Performance Factors

Overall Rating
Next level approval

Key Performance Factors

UsetheOneTwoThreeFormat
One:Provideanoverall
statementsummarizing
performance

Two:Providea
concreteexampleto
supporttheassessment

Three:Provide
guidancefortheyear
ahead

Givinganoverarching
statementof
performanceforeach
competencyprovidesthe
WHAT

Usingspecificinstances
toillustrateyour
evaluationdemonstrates
theWHEN /HOW

Givingsuggestionsfor
leveragingthat
competencyinthe
futureportraysWHERE
thoseskillscango

REVIEWERSUMMARYASSESSMENT
AssesstheindividualsoverallperformancebasedonBOTHgoalachievementanddemonstratedcompetenceforall
performancefactors.Pleaseselectoneofthefollowing:

RoleModel
Performance

Consistentlyfar
exceedsexpectations;
outstanding
performanceachieving
allgoals.Anindividual
whomotherslookto
asastandardof
performance
excellence.

ReviewerComments:

Exceptional
Performance
Meetsandoften
exceedsexpectations;
performancethat
generallyexceedsgoals
andjobrequirements
andwhoconsistently
delivers.Anindividual
whooftenoutperforms
othersinthesamejob.

ValuedPerformance

FairPerformance

Consistentlymeets
expectations;
performancethat
satisfiesalljob
requirementsand
meetsallgoals.An
individualwhois
consistentlyreliableto
getthejobdone.

Sometimesmeets
expectations;
performancethatisto
thestandardrequiredin
mostaspectsofthejob
withopportunityfor
development.An
individualwiththe
potentialtobeavalued
performer.

Unacceptable
Performance
Doesnotmeet
expectations;
performancewhere
significantimprovement
isrequiredtosatisfyjob
requirements.An
individualwhoisnot
performingat
acceptablelevels.

Are You a Next Level Approver?

Utilizetwokeyresourcesonthe
OrganizationalDevelopment&
Effectivenesswebsite
Minutementorvideo
NextLevelApproverChecklist

http://ode.hr.gwu.edu/nextlevelapproval

Performance Discussions
Past(2535%)
Performance
Future(6575%)
Goals
Expectations
Professional
Development

http://ode.hr.gwu.edu/performancediscussions

Fiscal Performance Management

Cycle
ByJuly10
WriteandSubmitSelf
AssessmentsandGoal
Agreements

ByJuly31
WriteandApprove
Performance
Reviews;Finalize
GoalAgreements

ByAugust14
Discuss
Performance,
GoalsandPDPs;
SubmittoHRCP

SubmitsignedreviewstoHumanResourcesClientPartnerbyAugust14

Questions?

Mafona Shea
Senior HR Client Partner
mashea@gwu.edu
202-994-1369