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Performance Management Checklist

Arlene Vernon 

As the year comes to a close, it’s time to think back on what you accomplished in 2014 for your organization and with your team. It’s also a good time to start developing your strategic people planning for 2015.

I’m sure there are many HR and management areas that come to mind that you’d like to tackle this next calendar year. Today, I thought it would be beneficial to take a critical look at your performance management system to see whether they’re working for your organization, your management team and your employees.

Many people look at performance management as a singular event – the performance review. But we know it’s so much more. For a true performance management system to be effective, organizations need a top down approach that is fully integrated, supported, encouraged and reinforced throughout the organization.

The vision and implementation of the performance management philosophy must start with the CEO (and perhaps the Board, depending on your organization) and spread to every manager and employee. To be effective, this can’t be accomplished merely with the right words (although those words help), but must be integrated into all employee interactions. Additionally, managers must be held accountable to leading with performance management in mind.

I created a checklist to get you started on evaluating your performance management system. Once you’ve rated each one, determine the priority of each item, then create your plan.

Criteria Perfect Okay Needs Work
Overall performance management program effectiveness
Buy-in from leadership
Employee buy-in
Employees actively participate
Feedback is relevant
Feedback is consistently given throughout the year
Feedback is job specific
Competencies are relevant to successful job performance
Goals are meaningful to the employee
Goals benefit the organization
Goals are measurable
Reviews are completed and conducted on time
Formal Evaluation form/tools are effective and user friendly
The rating scale is understood and fits the organization
Managers are trained to provide effective on-going feedback
Managers are trained on conducting effective appraisals
Managers are held accountable by leadership (not just HR) for performance management
Employees are trained on the system and on accepting feedback

I hope this gets you started on enhancing your performance management techniques for 2015. And have a Happy New Year!

©2014 Arlene Vernon

HR Mastery – A Custom HR Learning Experience

Act now and enroll in the 2015 HR Mastery Groups I facilitate. This is a great opportunity for you to meet monthly with a small group of your HR peers to share ideas, best practices and issues as well as to learn from local HR experts who present on key topics.

Whether HR is 100% of your responsibilities or a part of your job responsibilities, this is a great educational and developmental opportunity for you.

But don’t take it just from me – here are some member comments:

“I have enjoyed Arlene’s Mastery class for the last 4 years. Arlene’s strategic expertise keeps me up to date with newly passed laws/regulations while interacting with a professional; yet, fun peer group who share questions and concerns. I most enjoy the guest speakers Arlene provides and the 1:1 timely consults when I am in need of clarification, legal understanding, or just a sounding board validating my thought process.”

“In HR Mastery, Arlene offers professional training on many important and highly relevant topics that, as a smaller organization, I would not get anywhere else. Her Group also provides a confidential yet casual forum for us to discuss our own challenges as an HR professional relative to particular incidents we are experiencing in our work.

No two HR issues are the same so it is great to have a group of HR professionals to discuss with and learn from in a highly confidential setting. I find great value in the learning opportunities from professional presentations as well as the network provided by the group. I have found this group to be invaluable to my growth and knowledge in the HR field!!!”

For a $1200 annual investment you receive the following:

~~ HRx hotline – Free access to me throughout the year for phone consultations related to any HR question or issue you may encounter

~~ 2-hour monthly meetings, with custom selected topics based on your group’s interests

~~ Email and phone access to your HR Mastery team

~~ Laughter, support and practical information you can use immediately

Where else can you get this kind of experience for the equivalent of $100 per month?


To learn more about HR Mastery, email me at Arlene@ArleneVernon.com or call me at 952-996-0975.

I look forward to hearing from you!

About Arlene Vernon

Arlene has provided HR consulting and management training services to over 500 organizations since starting HRx, Inc. in 1992.

If you’re seeking a hands-on, practical HRxpert to assist your organization with employee relations, policy development, strategic HR activities or fun/doable management training, call on Arlene – Your HRxpert.

If you’re planning a conference, seminar or special event, Arlene specializes in keynotes, seminars and workshops to meet your talent management needs. And if you’re seeking a more lively entertaining activity, Arlene’s custom songs and musical-inspirational keynote may be perfect for your organization!

HRx, Inc., Eden Prairie, MN55344, 952.996.0975
www.HRxcellence.com. Arlene@ArleneVernon.com

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