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[ENG] Performance & Development

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HOBIJ Pioneers at work

on 6 March 2017

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Transcript of [ENG] Performance & Development

Evaluation
KPI Review
Introduction
Performance & Development
Start new cycle
PIONEERS
ON THE
ROAD

Individual
&
Appreciation conversation
Job coaching
&
Performance coaching
jouw bijdrage aan de afdelingsdoelstellingen
trakstar
startgesprek
titel: de cyclus (rest weglaten)
introductie cyclus 2017
4
5
Specific determination based on performances and the direction of growth.

Employee in the driver's seat.
Giving and taking confidence.
Discipline (follow-up on agreements).
Job satisfaction.
Operate based upon qualities.
Ongoing employability
Ongoing development
YOU are in control
RESULTS-ORIENTED CONVENTIONS
COACHING & EVALUATION
Appreciation
JOB SATISFACTION
What you will do in your role as an employee:
1. Department conversation

2. Individual conversation

3. Periodic review

4. Appreciation conversation

5. KPI review
Why?
1. We know our performance.

2. Ongoing development.

3. Creating a feedback culture.

4. Competitive rate.

5. Corporate- and department objectives are linked to individual targets.
Which components does the cycle contain?
Starting date cycle 2017:
Job coaching conversation
1. Give feedback during work.
2. Determine opportunities for improvement of process and employee.
3. Provide input for performance coaching.
4. At least once a month.

Result: standard way of working with regular 'sit-ins'.
Job coaching tips for managers:
1. Pre set the goals.

2. Coach employees to indentify improvements.

3. Use the feedback model.

4. Make agreements for improvement (SMART).

5. Adjust the level of coaching per worker.
Performance coaching
Evaluation
In Q2, 2017 this phase will be introduced inside the organization. Conversation starting point:

1. What is the performance for the first half year?
2. What will be the expected evaluation at the end of the year?
3. Make specific agreements.
4. Pay attention to agreements on development aimed at long-term vitality and commitment.
5. This is supported by a development plan
- development in Q2
KPI Review
1. Performance evaluation, results KPI's
(2 department/ 1 personal)

2. Short-term impact on strategic objectives.

3. A bonus every six months.

4. Individual KPI's can be made at the individual/ department level.

5. Bonus based upon realization KPI's:
50% employs the half-year result.
50% relates to the moving average from one year.
KPI Review
6. Max. bonus based on KPI achievements:
Excellent performance (>KPI 150%):
10% of six month salary.

Successful performance (>KPI 120-150%):
8% of six month salary.

Achieved performance (KPI 100-120%):
6% of six month salary.
1. Discuss performances based on the feedback models
OEPS and GROW.

2. Agreed personal status and review results
(KPI's and personal results).

3. Input for mid & end year reviews.

4. Provides insight into last periods performances
and focusses on the upcoming period.

5. Agreements and follow-ups to improve performance.

6. At least once a month.
9-grid
November: calibration moment based upon
9-grid.

Previously supervisors provide the ratings (scores) to a member of the management team.

Members of the management team discuss and jointly determine the ratings (scores).
Introduction
Performance & Development
jouw bijdrage aan de afdelingsdoelstellingen
trakstar
startgesprek
titel: de cyclus (rest weglaten)
introductie cyclus 2017
Ongoing employability
Ongoing development
YOU are in control
RESULTS-ORIENTED CONVENTIONS
COACHING & EVALUATION
Appreciation
JOB SATISFACTION
What is Trakstar?
Employee Performance Software

Online reviews and fairer by SMART criteria.
Helps with implementation goals.
Evaluation proces start with self-assessment, followed by the manager, increasing the involvement.
Then a comparison report to use in follow-up conversations.
Focus on the results possible.
Manager is leading.
Monitoring progress.
Linked to the strategic goals of the company.

Plan of improvement in case of
under-performance
Ratings 1 (insufficient) or 2 (improvement required) > start improvement plan.

The improvement plan can start a any moment in the year.

The improvement plan has a duration of six months.

Agreements will be established via fixed formats (SMART).

Monthly evaluations.

A positive completion means 'successful' achievements.

Insufficient development - when there's no match between the employee and/ or the organization. Consequence: different function or termination of employment.

Allocation of roles at appreciation and individual conversation
HOW agreements
WHAT agreements
The appreciation
The appreciation (percentages and factor)
In Trakstar this process is registered.
Target: strive for objective appreciations
Full transcript