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Performance management is a joint program intended to advance AUBMC mission and vision by aligning individual employee contributions with the medical center’s goals. It represents a joint collaboration effort between a supervisor and an employee to utilize the concepts of coaching, supporting, and developing.
Performance management is not a yearly task; however, it is based on an on-going process which leads to the employee’s appraisal based on
Planning work, setting expectations (standards and competencies), and determining goals
Continually monitoring and documenting
Coaching and developing employees’ skills in order to reach their full potential
Evaluating performance through the probationary, mid- year, or yearly performance appraisal
Communicating an employee’s ratings based on his/ her performance
Rewarding good performance
The first stage of the Performance Management cycle is a performance plan. Performance planning is a way of communicating performance expectations to employees in order to direct their effort towards achieving organizational objectives.
The first stage requires updating individual goals, standards and competencies of the employee. At this stage, it is of major importance that the performance plan be communicated to the employee to clarify what is expected of each individual and explain how goals might be attained.
specify desired achievements that improve the way in which a job is done.
describe, in measurable terms, the results that indicate that an employee in the position has properly performed the particular essential functions.
are the knowledge, skills, and abilities that are essential to the performance of a job.
Performance Plan Guide
The second stage of the cycle is the Performance Appraisal. At this stage, the employee’s performance is measured against the goals, standards and competencies indicated in an employee’s performance plan and accordingly, an appraisal rating for an overall performance is assigned.
The Performance Appraisal is divided across five different stages:
First Level Leader Review
Second Level Leader Review
The Performance Appraisal follows a rating scale of 1 to 5:
1: Unsatisfactory / Fails to meet standards
2: Needs improvement
3: Proficient / Meets standards
4: Excels / Exceeds standards
5: Significantly and consistently exceeds expectations / Significantly and consistently exceeds
The Performance Meeting is the third stage of the Performance Management Cycle. It is important at this stage that the employee and the first level supervisor are in agreement on the ratings and overall performance. The first level supervisor should go over the appraisal and discuss any points that need to be dwelled on. In case the employee has any concern, it should be addressed on the spot.
The Development Plan is the last and most essential stage in the cycle since it develops employees for future roles and responsibilities as well as pinpoints areas which need improvement. Moreover, it provides an opportunity for the manager/ supervisor and employee to jointly identify training and development needs.
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