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Performance Management for HR Practitioners

PARTICIPANT ORIENTATION

Today’s Agenda

S  Introductions

S  Course History, Overview, Goals

S  Course Content

S  Live Online Training (Tue)

S  Weekly Readings (Wed)

S  Live Group Discussion (Thu)

S  Weekly Partner Reflection (Fri)

S  Course Data

S  Pre- and Post- Surveys

S  Instructional Tools

S  ReadyTalk

S  GovLoop Virtual Classroom

S  Syllabus

S  Participant Guide

S  Slides / Archives

S  Q&A

S  Assignments / Next Steps

Welcome and Introductions

GovLoop

S  Steve Ressler Founder / President

S  Andrew Krzmarzick Community Manager

OPM S  Linda Datcher

Workforce Development Manager S  Karen Simpson

Exec Dev and Training Policy Analyst S  Instructors

S  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)

Course Context and Goals: New Reality

S  Context

S  budget cuts and travel restrictions spurring innovative approaches

S  online and social learning = quickly emerging trend

S  pilot DoD’s “Performance Management for HR Specialists”

S  vetted by OPM policy experts and posted on HR University

S  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

Course Context and Goals: Social Learning

THE KNOWLEDGE NETWORK FOR GOVERNMENT.

Connect Government to Improve Government.

•  Inspire and inform public sector professionals

•  Largest government niche network: 65,000 members

•  Links like-minded people / projects, enhance efficiency

•  Assesses and addresses key topics and trends

Course Context and Goals: You = Trailblazer!

S  95 Participants (original goal was 30)

S  30 Agencies Represented S  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

Course Learning Objectives

S  After completing this course, participants will be able to:

S  Describe the phases and requirements of the performance management process

S  Identify the controlling authorities

S  Describe the functions, core responsibilities, and soft skills required of the HR Practitioner related to performance management

S  Identify practices that encourage more regular and meaningful communication with supervisors/managers

Course Learning Objectives

S  Identify supervisor/manager responsibilities in each phase

S  Explain the practitioner’s role in each phase

S  Identify appropriate performance-based actions a practitioner can advise a supervisor/manager to take

S  Identify relevant authorities for the use of performance management

S  Demonstrate the ability to apply course content in a simulation of a year-long performance review cycle

Typical Week

MON TUE WED THU FRI

Email: “Week Ahead”

Webinar: 2p ET

Readings: Lunch / Learn

Discussion: 2p ET

Reflection: Email Partner

S  We are tracking participation as part of the pilot

S  Total time commitment: 2 ½ - 3 hours per week

S  We recognize busy schedules!

S  This is a recommended rhythm; virtual = flexible

Weekly Email (Mondays)

Every Monday by 10a ET, we’ll send:

S  Recap of Previous Week

S  Webinar Links (Archive and Upcoming)

S  Weekly Reading Links

S  Group Discussion Link

S  Reflection Reminder

Live Online Training (Tuesdays at 2p ET)

Every Tuesday from 2-3 p EST:

S  Intro, Recap and Logistics

S  Content

S  Scenario / Story

S  Q&A

S  Summary

S  Assignments

S  Recorded, available afterward in group

Weekly Readings (Wednesdays)

S  2-3 short, required readings each week, others optional

S  Blogs, discussions, podcasts from GovLoop and elsewhere

S  Goals:

S  get participants thinking more on each week’s topic

S  Gain diverse perspective of peers / experts by social media

S  engage in the broader conversations, read comments

S  Add your thoughts to these blogs and discussions!

Live Group Discussions (Thursdays at 2p ET)

Every Thursday from 2 – 2:45 p.m. EST

S  Group grapples with a different challenge or scenario

S  Synchronous discussion at established time

S  Asynchronous if (a) cannot make it, (b) want to continue

S  Akin to live chat – very slight delay in responses

S  Goals:

S  Apply concepts to tangible, concrete scenarios

S  Engage with and learn from peers

S  Build a network of trusted colleagues

Weekly Partner Reflection (Fridays)

Every Friday by COB:

S  Matched every participant with a course partner

S  By Friday every week, participants discuss with partner:

S  2-3 things they learned by email

S  Goals:

S  gain the perspective of other HR practitioners

S  reinforce learning

S  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”?

Weekly Partner Reflection (Fridays)

Subject Line: PM for HR, Week 1 Reflection Sample Message: Hi Steve - Wow! What a lot of information this week. I’d say my biggest lessons from the Week 1 assignments 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

Course Data Pre- and Post-Course Surveys

S  Asked every participant and their supervisor to complete S  Received 40+ responses

S  Top areas of need:

S  101 on Performance Management

S  Performance Plans, Standards and Documentation

S  Feedback, Coaching and Communication S  Conduct and Behavior

S  Course Methodology / Online Training

S  Given to instructors to shape webinars / case studies

Instructional Tools: ReadyTalk

For Webinars

S  Web-based; no downloads

S  Mostly to use as presentation delivery tool

S  Use chat box to submit questions anonymously, which instructors will answer live

Instructional Tools: GovLoop Virtual Classroom

For Assignments, Recordings and Discussions:

S  A private GovLoop group will serve as our “classroom” for the course (we’ve shared a link by email).

S  need to create GovLoop profile first (free, easy)

S  Participants can find information on:

S  each week’s topics, assigned reading, archived webinars, weekly discussions, instructor bios and more

S  Please consider the group an ongoing resource, too!

Instructional Tools: Syllabus

Overview of course and contents, general flow

S  Please note:

S  Live chats during webinars has changed

S  Some instructor discretion for webinars as well

S  Page numbers are listed to show where the content information is located in the guide.

Instructional Tools: Participant Guide

S  Provided by DoD from previous course

S  Adapted this course, but did not change the guide

S  You may follow along, but we do skip around a bit

S  Shows how we converted classroom-based to online

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Questions?

Next Steps / Notes

ACTIONS

ü  Join GovLoop and Create a Profile (if you haven’t already)

ü  Be sure to upload a photo, please – enhances interaction

ü  Join the GovLoop Virtual Classroom (link in email)

ü  Introduce Yourself (link in email)

NOTES

ü  Partner Assignments will be attached to Monday email

ü  Attend Webinar next Tuesday

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Thank You Please send questions or

course feedback to Andrew@GovLoop.com