Description Of Performance Management System - 1801 Words

I interviewed Julie Holt, Principal of Monticello Elementary School (MES). MES has 16 teachers, and 247 kids grades K-6. The school classified employees include: 4 kitchen staff, 2 custodians, 5 reading and math interventionist support, 1 library media teacher, 2 computer teachers, and 2 office assistants. Six of the sixteen teachers have less than ten years’ experience. A. Description of Performance Management System: Holt (February 16, 2017) explained: â€Å"It’s really important that everyone understands the same high expectations across the board, from behavioral expectations to work environment expectations, policies and procedures, and the ways we do things.† Staff is reminded about those expectations at the beginning of the year staff†¦show more content†¦Holt said: â€Å"We have a really tight network here, we talk to each other a lot. If something needs to be addressed I will go to them immediately and we will work it out. If I need to call a teacher in or a classified employee, or if they have a concern about something, we will meet directly (February 16, 2017).† Holt spends time in the classrooms, so teachers know they can talk to her anytime. Summative teachers are formally evaluated twice a year, and formative teachers once a year. All classified employees are evaluated once per year. Faculty and staff receive feedback often, informal walk-throughs happen weekly, where the teacher or staff receive comments. New teachers are paired with mentors, for instance they just hired a new 4th grade position this year. This teacher had a one year of teaching kindergarten but has been out of teaching for several years, and had no experience with 4th grade. Consequently, she was out of the loop with curriculum, and programs the school uses. This teacher has received tons of support, her mentor teacher was the other 4th grade teacher, and they would plan curriculum together every day after school. At the administrative level, Holt helped the new teacher understand the data systems like aspire, and log-ins for instructional programs for her and her students. Holt stressed daily contact, and support for new teachers in order for them to be successful. B. Determination of Factors Impacting Workforce Engagement: First,Show MoreRelatedThe Management Of Talent Management1393 Words   |  6 Pagesraises the need for a system for proper management of Talent in our company. This document looks at various vendor solutions available in the market and does a feature analysis of the salient features of each of them. Vendor 1: Halogen Software Site: www.halogensoftware.com Description: According to their website: Halogen TalentSpace is a cloud-based, comprehensive suite of talent management solutions. The suite includes applications for learning management, performance management, recruitment and jobRead MoreIs Performance Management Necessarily Useful Today? Discuss.1059 Words   |  5 PagesAssignment about 1000-1250words. Is performance management necessarily useful today? Discuss. Performance management refers to a process by which managers monitor, rate and reward an employee for their work and contributions towards the achievement of organizational goals. The assessment of an employee s contribution usually plays a major role in promoting individual accountability. This ensures maximum contribution of the employee. Performance management therefore forms an integral part ofRead MorePerformance Management at the University of Ghana982 Words   |  4 PagesPerformance Management at the University of Ghana It is commendable that the Balme Library is seeking to enhance their diverse customer base through several initiatives, including the improvement of their performance management system. Aguinis (2013) has noted the importance of an organization’s mission and goals being tied to the performance management plan. There are two prerequisites that Aguinis (2013) lists before a performance management system can be implemented: knowledge of the strategicRead MoreHuman Resource Specialists And Position Management856 Words   |  4 Pagesjob description differs depending on the groups and objectives needed to achieve set goal within the department or organization. Job description will describe the position’s responsibilities, duties as well as minimum qualifications and education. â€Å"Exactly how job descriptions are prepared and used is a complicated story that has it origins in the creation of civil service systems and merit system principles.† (Borrego, 2012) E lected and appointed officials may consider positions management a necessityRead MoreEffective Communication Is Appropriate For An Organization1280 Words   |  6 Pagesrecommendations to support improved performance of high quality professional roles and responsibilities (Soltani Maupetit, 2013). Such expectations are appropriate in improving the ability of the firm’s leaders to expand the assurance practice. The organization should also create a panel to recommend the firm’s leadership to support a positive and importance message to enhance performance. The communication of the strategy is an important aspect to enhance performance. The strategies can be communicatedRead MoreEssay about Memo Performance Management897 Words   |  4 PagesSUBJECT: Performance Management Plan CC: Traci Goldeman Hi Marylee, having found our recommendations for the compensation and benefits strategy satisfactory to Clapton Commercial Construction’s needs I will next outline a performance management plan. â€Å"Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner.† (â€Å"Performance Mangement,†Ã‚  2013, para.  1). According to My Strategic Plan  (2012), â€Å"Performance ManagementRead MoreThe Performance Management System Of Southwood School Essay1617 Words   |  7 Pagesprior, Southwood implemented a performance management system that was designed for teachers by the British Department for Education and Skills (DfES), which was used to evaluate school support staff as well, because there was no system specifically geared toward the support staff. Southwood did not have HR personnel to design a system for support staff, at the time, so the emphasis of performance management was pa id to teachers. A specialized performance management system was not perceived to be priorityRead MorePerformance Management Systems : An Important Part Of Human Resource Management System1092 Words   |  5 PagesAbstract Performance Management Systems are an important part of Human Resource Management (HRM). In order for someone to succeed in the position they are being hired for they must possess the necessary skills to complete their job. In order to do this there must be some kind of training involved in the hiring process. This training will increase your businesses productivity and performance. After they have been successfully trained, the employees will need some type of performance management systemRead MoreEffective Performance Management Systems Essay examples1127 Words   |  5 PagesPrior to any development, management should take note of what exactly they want to achieve with their performance appraisal system (goals), what properties they want their appraisal systems to possess (characteristics), how they wish to execute the performance appraisal (method), and how they will use the data collected to achieve said goals (feedback). It is also pertinent that effective performance manage ment systems clearly communicate expectations, distribute performance information to employeesRead MoreJob Analysis and Operational Management1444 Words   |  6 Pagesï » ¿Job Analysis and Operational Management Name Institutional Affiliation Date: Job Analysis and Operational Management Describe the aims, objectives, and relevance of job analysis to operational management process Frequently, managers who are pressured with time employ the same work description, which has been in their use for years. Nevertheless, very few jobs are stationary and are retained without changes in our fast advancing world. A structured job analysis presents an opportunity for an