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Performance Management for HR Practitioners - Participant Orientation

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GovLoop and the U.S. Office of Personnel Management are delivering a pilot course entitled, "Performance Management for HR Practitioners." This slide deck outlines the course as part of the Participant Orientation. To learn more about this course and GovLoop's social learning activities, please contact [email protected]

Text of Performance Management for HR Practitioners - Participant Orientation

  • 1. PerformanceManagement forHR PractitionersPARTICIPANT ORIENTATIONS

2. Todays AgendaS IntroductionsS Instructional ToolsS Course History, Overview, Goals S ReadyTalkS Course ContentS GovLoop Virtual Classroom S Live Online Training (Tue) S Syllabus S Weekly Readings (Wed)S Participant Guide S Live Group Discussion (Thu)S Slides / Archives S Weekly Partner Reflection (Fri) S Q&AS Course DataS Assignments / Next Steps S Pre- and Post- Surveys 3. Welcome and IntroductionsGovLoop OPMS Linda DatcherS Steve ResslerWorkforce Development ManagerFounder / President S Karen SimpsonExec Dev and Training Policy AnalystS Andrew KrzmarzickS InstructorsCommunity ManagerS Amanda Custer (Week 1)S Ryan Hendricks (Week 2)S Tony John (Week 3)S Kevin Galliers (Weeks 4-5)S Kate McGrath (Week 6)S Megan Arens (Week 6) 4. Course Context and Goals: New RealityS Context S budget cuts and travel restrictions spurring innovative approaches S online and social learning = quickly emerging trend S pilot DoDs Performance Management for HR Specialists S vetted by OPM policy experts and posted on HR UniversityS Goals S incorporate social learning into HR course(s) S increase low- and no-cost training opportunities for HR professionals S facilitate greater transfer of learning back to the job 5. Course Context and Goals:Social LearningConnect Government to Improve Government. Inspire and inform public sector professionals Largest government niche network: 65,000 membersTHE KNOWLEDGE NETWORK FOR GOVERNMENT. Links like-minded people / projects, enhance efficiency Assesses and addresses key topics and trends 6. Course Context and Goals:You = Trailblazer!S 95 Participants (original goal was 30)S 30 Agencies RepresentedS DLA, DoD, DOE, DOL, DOT, ED, EPA, FCC, HUD, IRS, Navy, NLRB, Treasury, Senate, Smithsonian, VA, etc.S HR Specialists, Program Analysts, Directors of Training,Chief of Civilian Operations, Chief of Staff for HR 7. Course Learning ObjectivesS After completing this course, participants will be able to: S Describe the phases and requirements of the performancemanagement process S Identify the controlling authorities S Describe the functions, core responsibilities, and softskills required of the HR Practitioner related toperformance management S Identify practices that encourage more regular andmeaningful communication with supervisors/managers 8. Course Learning ObjectivesS Identify supervisor/manager responsibilities in each phaseS Explain the practitioners role in each phaseS Identify appropriate performance-based actions a practitionercan advise a supervisor/manager to takeS Identify relevant authorities for the use of performancemanagementS Demonstrate the ability to apply course content in asimulation of a year-long performance review cycle 9. Typical Week MONTUEWED THUFRI Email: Webinar:Readings: Discussion:Reflection:Week Ahead 2p ETLunch / Learn 2p ET Email Partner S We are tracking participation as part of the pilot S Total time commitment: 2 - 3 hours per week S We recognize busy schedules! S This is a recommended rhythm; virtual = flexible 10. Weekly Email(Mondays)Every Monday by 10a ET, well send:S Recap of Previous WeekS Webinar Links (Archive and Upcoming)S Weekly Reading LinksS Group Discussion LinkS Reflection Reminder 11. Live Online Training(Tuesdays at 2p ET)Every Tuesday from 2-3 p EST:S Intro, Recap and LogisticsS ContentS Scenario / StoryS Q&AS SummaryS AssignmentsS Recorded, available afterward in group 12. Weekly Readings (Wednesdays)S 2-3 short, required readings each week, others optionalS Blogs, discussions, podcasts from GovLoop and elsewhereS Goals:S get participants thinking more on each weeks topicS Gain diverse perspective of peers / experts by social mediaS engage in the broader conversations, read comments S Add your thoughts to these blogs and discussions! 13. Live Group Discussions (Thursdays at 2p ET)Every Thursday from 2 2:45 p.m. ESTS Group grapples with a different challenge or scenarioS Synchronous discussion at established timeS Asynchronous if (a) cannot make it, (b) want to continueS Akin to live chat very slight delay in responsesS Goals:S Apply concepts to tangible, concrete scenariosS Engage with and learn from peersS Build a network of trusted colleagues 14. Weekly Partner Reflection(Fridays)Every Friday by COB:S Matched every participant with a course partnerS By Friday every week, participants discuss with partner:S 2-3 things they learned by emailS Goals:S gain the perspective of other HR practitionersS reinforce learningS rolls up to a final, individualized course learning summary S could share with supervisors, as appropriate S used in post-course surveys did the learning stick? 15. Weekly Partner Reflection (Fridays)Subject Line: PM for HR, Week 1 ReflectionSample Message:Hi Steve - Wow! What a lot of information this week. Id say my biggest lessons from the Week 1assignments were: 1. Webinar: I was not aware that there is a common process for performance management and I feel like I now can identify where we might be able to improve at our agency. 2. Readings: The article entitled All About Clarity really laid out the distinction of the role of PM for Managers and Employees. I commented on the post, asking the author to explain where HR professionals fit in. 3. Discussion: Those scenarios in the videos were great examples of my reality. I appreciate seeing a right way and wrong way to handle those meetings. From the discussion, I learned that I am not alone either!I look forward to hearing what you learned!Regards,Andy 16. Course DataPre- and Post-Course SurveysS Asked every participant and their supervisor to completeS Received 40+ responsesS Top areas of need:S 101 on Performance ManagementS Performance Plans, Standards and DocumentationS Feedback, Coaching and CommunicationS Conduct and BehaviorS Course Methodology / Online TrainingS Given to instructors to shape webinars / case studies 17. Instructional Tools: ReadyTalkFor WebinarsS Web-based; no downloadsS Mostly to use as presentation delivery toolS Use chat box to submit questions anonymously,which instructors will answer live 18. Instructional Tools: GovLoop Virtual ClassroomFor Assignments, Recordings and Discussions:S A private GovLoop group will serve as our classroom forthe course (weve shared a link by email).S need to create GovLoop profile first (free, easy)S Participants can find information on:S each weeks topics, assigned reading, archived webinars, weekly discussions, instructor bios and moreS Please consider the group an ongoing resource, too! 19. Instructional Tools:SyllabusOverview of course and contents, general flowS Please note:S Live chats during webinars has changedS Some instructor discretion for webinars as wellS Page numbers are listed to show where the contentinformation is located in the guide. 20. Instructional Tools:Participant GuideS Provided by DoD from previous courseS Adapted this course, but did not change the guideS You may follow along, but we do skip around a bitS Shows how we converted classroom-based to online 21. Questions? S 22. Next Steps / NotesACTIONS Join GovLoop and Create a Profile (if you havent already) Be sure to upload a photo, please enhances interaction Join the GovLoop Virtual Classroom (link in email) Introduce Yourself (link in email)NOTES Partner Assignments will be attached to Monday email Attend Webinar next Tuesday 23. Thank YouPlease send questions or course feedback [email protected] S

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