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Appreciation & Appraisal: Student Employee Performance

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Craig Pelka

on 29 April 2014

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Transcript of Appreciation & Appraisal: Student Employee Performance

Appreciation & Appraisal:
Student Employee Performance

Principles of Performance Management for Student Employees
Appreciation AND Appraisal
Learning
while
Earning
Self-Reflection
Specific, Timely, and Personalized
Communicating Expectations
Standards
Key Performance Indictators
Key Success Indicators
Understanding vs Agreement

What's the Purpose?!
Performance Management is ACTIVE > Manag
ING
Performance... not a one-time event, but a process to:
Detect and eliminate barriers to effective performance
Focus student employee efforts in the right direction
Motivate student employees to work toward departmental goals
Help your student employee develop skills and competencies (i.e., PULs)
Celebrate successes
Strengthen communication and relationships
What does this look like in action?... One ideal process
Role-Play Scenarios!
Craig Pelka
Student Employment Consultant

Source:
Mindtools, Getting Real Results From Performance Reviews http://www.mindtools.com/pages/article/newTMM_32.htm
No matter what your system or process looks like, ground it in:
IU UHRS
Performance Management
Determine Major
Job Duties
Position Description & Job Postings
Education & Experience Qualifications
Necessary Knowledge, Skills, & Abilities
Duties & Responsibilities (%)
Skills/Experience Gained
Define Performance Standards for Each Duty
How
the job is done
Meets expecations
Does not meet expecations
Exceeds expectations
Document Job Performance
Balanced evidence of both good performance and areas for growth
Collect throughout a semester/year
Written form
Shared with the student employee
Evaluate Job Performance
Look at all of your evidence and documentation
Determine if/how you'll include feedback from others
Consider potential constraints on performance
Evaluate against the performance standards
Hold Performance Discussions
Before the discussion
... what are some considerations unique to student employees?
Supervisor as coach/teacher?
Make it a conversation about performance (not personality)
Appreciative Inquiry & Listening
There should be no surprises
After the discussion
- considerations?
Let's walk through some examples.
What are some of the benefits of this?
Source: http://www.indiana.edu/~uhrs/training/performance_management/evaluate.htm
Source: http://www.indiana.edu/~uhrs/training/performance_management/document.htm
Source: http://www.indiana.edu/~uhrs/training/performance_management/define.htm
Source: http://www.indiana.edu/~uhrs/training/performance_management/determine.htm
Source: http://www.indiana.edu/~uhrs/training/performance_management/discussions.htm
Source: http://www.indiana.edu/~uhrs/training/performance_management/index.htm
What does the person playing "supervisor" do well?
Are there certain words the "supervisor" uses that you find effective / ineffective?
Is there a balance of appreciation and areas for growth presented?
Does the conversation include behavior-specific examples?
Duty
Greets customers
Answers phone
Dustributes incoming and prepares outgoing mail
Maintains files
Duplicates materials
Performance Standard
Greets customers
opens office promptly at 8:00 a.m.
consistency conveys friendly, helpful, professional manner
provides accurate information
demonstrates a customer service orientation
secures back-up for times of absences from desk
meets expectations
Suggestions & Considerations
Customize these tools and processes to meet your own needs
Don't recreate the wheel
Timing?
Who is involved?
Level of formality?
Ask and involved your student employees
Others?

"Treat people the way they are and they will stay that way. Treat people the way they
can become
and they will become that way."
Johann Wolfgang von Goethe
Scenario source: http://humanresources.cua.edu/res/docs/Session%203%20-%20Scenario%20Tips%20for%20CUA.pdf
Full transcript