S
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
S
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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