Plain Simple Management

Thoughts on keeping things simple

PSM #37: Performance Plans in Employee Performance Management

"Performance Plans in Employee Performance Management"

(download)
discusses the value and use of performance plans in employee performance management.

A performance plan is a written document between a manager and an employee of what the manager expects from the employee in tangible, measurable results.

The expectation stated in the performance plan should be based on the position description that describes the employee’s job.  If the position description and the performance plan are not congruent, then the employee is not being appropriately evaluated or paid.

The goals stated in the performance plan should be SMART goals.  Refer to my earlier podcast for a discussion of SMART goals.

I don’t think that the goals should be behavioral.  For example, a goal to “maintain good customer rapport” is behavioral or not measurable.  Such goals are not quantifiable and contribute only indirectly to the bottom line.  Behavioral issues should be addressed when the manager observes deviations from the organization’s standards.  Behavioral features like attendance, respect, team player, etc., are conditions of employment.

Plans should be brief, ideally documented on one type written page.  I think if plans can not be so briefly described either the performance objectives have not been completely thought out or the plan is describing how to accomplish the objectives.

Plans should state what is desired, not how to do the job.  The employee will select the appropriate strategy and behaviors to accomplish the job.  Doing so is the value add that the employee brings to the organization.

Plans, while based on the position description, should provide some possibility for growth, challenging the employee to develop new skills or to perform at the next level.  Plans should contain and identify objectives that exceed the requirements of the job, thus providing this challenge for performance and growth.

The plan should be a working document.  The employee and the manager should each maintain a copy of the plan and should periodically review the plan together.  I will discuss Performance Counseling in another podcast.

To summarize:

  • Base performance plans on the job description.
  • Use SMART goals.
  • Define task objectives, no behavioral objectives.
  • Be concise.
  • Make the plan a joint working document.
  • Write the plan to provide a challenge.
  • Review performance against the plan periodically.

PSM #35: Framework for Employee Performance Management

"Framework for Employee Performance Management" discusses an approach to employee performance management.

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The purpose of the next 4 podcasts is discuss employee performance management.  I suggest the following elements comprise the framework necessary for effective performance management.

This framework contains 4 elements:

  • The Position Description
  • The Performance Plan
  • Performance Counseling
  • Performance Evaluation

The position description describes the job that the employee performs in the organization.

The performance plan describes management’s expectations of the employee in terms of results.

Performance counseling provides the employee relevant comment and feedback, during the performance period, allowing the employee to capitalize on strengths and improve when needed improvement is identified.

Performance evaluation formally reviews performance during the performance period and serves as the basis for salary administration and employ development planning.

In the next 4 podcasts I will discuss each of these items in more detail.

PSM #34: Podcast Recording with iPhone

Podcast Recording with iPhone discusses my experience in using the iPhone for recording podcasts.

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Yesterday I had the pleasure of using my iPhone to record a couple of podcasts.

In the past, producing podcast recordings was time consuming. I would record the audio using either Garageband or Audacity and a USB mic. I would then export the file to the desktop, import into iTunes, and convert to mp3. I then uploaded the mp3 file and assembed the podcast in Wordpress.

Enter the iPhone.

Over the last 2 months I have accumulated several voice recording applications for the iPhone. I am most impressed with “Recorder for iPhone” by Retronyms.

I decided to try this app to record 2 podcasts. I recorded the audio using the iPhone headset. Upload to the mac was straightforward thru the application’s sync feature and the AIFF files opened directly in iTunes.

The sound quality seemed fine though I tended to hiss my S’s. And the process of producing an mp3 was significantly shortened. All in all a great experience.

The only fault I find with Recorder for iPhone is that it does not have a pause feature nor does it have a way to resume a recording interrupted by a phone call.

I highly recommend podcasters consider the iPhone as a great supplement to a desktop setup and to seriously consider Recorder for iPhone by Retronyms.

PSM #36: Position Descriptions in Employee Performance Management

" Position Descriptions in Employee Performance Management" discusses the use of position descriptions in performance management. 

(download)

A position description describes the duties, responsibilities, authorities, and required skills for a job.

A position description should exists for each position in the company and should be the basis for determining the compensation for each job and subsequently for each person in the organization.

the position descriptions allow the company to set salaries consistent with the industry and also to ensure that the individuals within the organization are being fairly and equitably compensated in relation to each other.

Position descriptions are also the basis for hiring.  They define the skills and abilities of the desired candidate and suggest where the candidate should demonstrate experience in the required duties and responsibilities.

Second, the job description is the basis on which the manager writes the performance plan, in cooperation with the employee.  It defines the level and extend of the tasks that are valid for an individual in a particular job.

to summarize:

  • Job descriptions describe each job in the company.
  • A job description describes the duties, responsibilities, authority, and skills associated with the job.
  • A particular job description describes the expectations that an individual in that job should meet.
  • It allows the organization to establish salaries consistent with the industry and consistent within the organization.
  • It is the basis for hiring.
  • It is the basis for performance planning.
  • It sets the acceptable level of performance in a performance evaluation.

A search on the Internet will reveal several sources from which an organization may obtain a set of job descriptions if the organization does not have descriptions for their job categories and does not wish to independently develop a collection.