May
2007 E-bulletin
FEATURE
ARTICLE
Performance
Management for staff and volunteers
RELATED
RESOURCES
Performance Management
tools and templates
TIPS
& TOOLS
Preparing for
the Annual Performance Review Meeting
SPECIAL
EVENTS
Funders Forum
VOLUNTEER
APPRECIATION
Mr.
Louis Trepel - winner of Volunteer Manitoba's Award
for Outstanding Community Leadership
ANNOUNCEMENTS
Canadian
Association of Gift Planners Kaizen 2007 conference
- June 7 & 8
Volunteer Administrators - National Conference - June
10 - 12
Brandon - Opportunity to win cash prize for local
small business and charity of their choice.
FEATURE
ARTICLE
Performance
Management for staff and volunteers
Excerpts from HR Council's
HR Management Toolkit: www.hrcouncil.ca
Measuring
employee performance has come a long way from the
annual performance appraisal to an on-going performance
management process. In the past, managers and employees
met once a year for the annual performance appraisal
(review). In recent years, there has been a shift
away from performance appraisals to a more comprehensive
approach called performance management.
There are a variety of ways to measure performance
including:
1.
Self appraisal: the employee is asked to evaluate
his/her own work
2. Peer appraisal: staff of equal rank within the
organization are asked to evaluate the employee
3. Team appraisal: similar to peer appraisals; employees
who work as part of a team are asked to evaluate the
team's work
4. Assessment centre: the employee is assessed by
professional assessors using several types of evaluation
such as work simulations and actual activites
5. 360-degree or full circle appraisal: the employee's
work is reviewed by gathering input from representatives
of all the groups the employee interacts with such
as supervisor, peers, subordinates and clients.
6. Management-by-objectives: the employee's achievement
of work objectives that are set in collaboration with
his/her supervisor are assessed.
Before you develop a performance management process,
other human resources management practices should
be in place to support the process, including:
-
Well designed jobs
- Written job descriptions
- Comprehensive orientation
- Effective training
- Effective supervision
- A positive work environment
If you do not have these human resource management
practices in place then the first step for your organization
will be to develop them before you establish a performance
management process. Without the necessary human resource
management practices in place, a performance management
process at best will achieve modest improvements in
performance and at worst may result in decreases in
performance.
As Risk Management becomes an ever important part
of all operations, your performance management process
can be a key component. A thorough process creates
documentation should there be a legal challenge related
to performance.
To
ensure that your performance management process is
defensible:
1.
Base the process on well written job descriptions
and job-related activities
2. Have the manager and employee collaborate on setting
performance objectives
3. Establish results (objectives) and behaviours for
which you can develop observable measures; avoid traits
such as 'initiative' which require subjective assessments
4. Ensure that the employee keeps a copy of the performance
plan (work plan) and expectations set at the beginning
of the performance management cycle
5. Provide ongoing monitoring and feedback on performance
to the employee
6.When problems are identified with performance, provide
support (training, coaching, etc.) and adequate time
for the performance to improve
7.Train managers/supervisors on all aspects of the
process and on how to make bias free assessments
8.Ensure that the performance management form accurately
documents performance - if overall performance is
poor say so
9.Periodically review the performance management process
to ensure that it is being applied consistently
10. Establish an appeals process
Many more resources, templates, links, and best practices
are available on the HR Council website to help you
prepare and develop a performance management process
that fits your organization: www.hrcouncil.ca
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RELATED
RESOURCES
Resources from Volunteer Manitoba's
Resource Library:
Evaluating Volunteers, Programs and Events -
Six principles of effective volunteer evaluation are
explained within the entire management process.
Hiring and Performance Appraisal of the Executive
Director - A self-guided workbook for boards
of directors who are in the process of hiring a new
executive director and/or providing the executive
director with a performance appraisal.
Performance First: A Guide to Employee Evaluation
and Development - Forms, guidelines and checklists
to design and deliver an employee evaluation and development
process.
Performance Management - This book focuses
on the techniques required to optimize the performance
communication/management process by increasing dialogue
and discomfort.
To borrow any of these resources: Ph: 477-5180, Toll-Free:
1-888-922-4545, or
E-mail: vmresource@mts.net
Websites:
www.hrcouncil.ca
- Research and tools on human resource management
in the voluntary sector (select People Management/Performance
Management)
www.leadershipthatworks.com
- Leadership self-assessment tool
www.casanet.org
- Article by volunteer management
expert and author Steve McCurley on Volunteer Evaluation
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TIPS
& TOOLS
Preparing
for the Annual Performance Review Meeting
From
"Performance First: A Guide to Employee Evaluation
and Development"
Plan each meeting carefully.
1. Review the organization's mission, values and goals.
Clarify in your mind what the current priorities are.
2. Review the employee's/volunteer's personnel file.
Review the job description. Look for specific examples
of job performance that you have documented since
the last evaluation.
3. Review comments from the last evaluation interview.
4. Review the employee's/volunteer's completed evaluation
to identify the key issues. Ensure they have a copy
for their reference.
5. Make notes to refer to during the meeting.
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SPECIAL
EVENTS
Funders
Forum
Friday,
September 14, 2007
Canad Inn Polo Park
8:30am - 1:00pm
Mark
this event on your calendar because you won't want
to miss it!
This
year's Forum will have a special emphasis on funding
for programs and services designed for older adults
and seniors. We already have representatives from
the New Horizons for Seniors Program and Manitoba
Community Services Council confirmed to speak.
Start
the morning with Gerdi Stewart, "The Proposal
Writing Lady". Gerdi will share the fundamental
principles you need to know to save time, reduce frustration
and get more funding. Learn more about key decision
makers and how they select winning proposals. This
keynote will leave you eager to write your next proposal.
Look
for your registration flyer in June.
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VOLUNTEER
APPRECIATION
Volunteer
Manitoba's Award for Outstanding Community Leadership
Mr.
Louis Trepel
Nominated by: Volunteer Manitoba
Once
you’ve met Louis Trepel, you’ll never
forget him.
A local hero, his special power is that he has the
energy of a hundred men… but even more impressive
is how he directs that energy. For well over two decades
he has dedicated his time and tireless effort to the
benefit of countless charitable organizations in Manitoba,
beginning in his early twenties as a founding member
of Variety The Children’s Charity of Manitoba.
Since
that time Louis’ volunteer work has already
surpassed what most of us would hope to achieve in
multiple lifetimes, working with organizations such
as Rainbow Stage, St. Amant Centre, the Canadian Red
Cross, Big Brothers, CancerCare Manitoba, Winnipeg
Harvest and the Health Sciences Centre Foundation
– a list that continues to grow and grow.
Thanks
to his selfless nature, altruistic nature and sense
of community, Louis Trepel is an exceptional volunteer
and community-minded individual who truly exudes the
true meaning of volunteer spirit.
For
more stories of the 2007 Volunteer Awards recipients...
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