Performance Management Cycle Plan

GRAND CANYON UNIVERSITY SCENARIO GENERATOR

Module 6 Scenario: Performance Management Cycle

Type: Government Services Size: Medium Size Company Sector: VA Medical Facility Funding: Bonds Stakeholders: Employees

Decision makers: Government

Formal organization: Non-profit public administration

Human Resources Department: Transactional

Stage in Organizational Lifecycle: Decline

THESE ARE THE GIVEN CONSTRAINTS:

ORGANIZATIONAL BACKGROUND:

Founded in: 1938

Dedicated to: This public institution is committed to be responsive to the needs of the community and public, which it serves.

Culture In order to promote respect, privacy, and a collegial work environment, we encourage all employees to discuss topics of interest or address their concerns via proper management channels. The appropriate communication protocol can be found in the public section of the HR web site.

Structure: Consistent with local government policies, our organization is governed by a board of directors. It is headed by a president aided by an assistent president. There are 8 departments, each headed by a department director, aided by an assistant director. Each department consists of two or more divisions, each headed by a division manager. Employees whithin each division report either directly to the division manager or to a project manager (who in turn reports to the division manager)

Mission statement: To preserve and improve the physical, social, and economic health of our neighborhoods, support neighborhood self- reliance and enhance the quality of life for the residents through

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community-based problem solving, neighborhood-oriented services, and public/private cooperation.

Vision statement: We thrive to become a community that has a harmonious balance of the interests of our citizens, businesses, and visitors achieved through managed growth, fiscal responsibility, open communication, and stewardship of our natural beauty and environment.

INTEGRITY: By dealing honestly with our clients, staff, vendors and community.

RESPONSIBILITY: By considering the environment in which we do business, community views and the common good.

PROFITABILITY: By being aware that an appropriate level of profit is necessary to maintain our business and allow our values to continue to be observed.

Values statement: In conducting our business, we will realize our vision by performing our affairs so that our actions provide confirmation of the high value we place on:

Present goals: To reduce delivery and distribution time of products and services. To reduce the number and frequency of customer complaints, and to improve the response time of customers inquiries.

Past goals: To reduce employee turnover by 20 percent by introducing a new employee assistance program. To improve productivity by implementing a company-wide training program. To actively recruit skilled workers into the organization.

Brief SWOT analysis: Strengths: Good business reputation Known for product quality Weaknesses: Expensive advertising Insufficiently diversified revenue streams Too much internal bureaucracy Opportunities: Improving economic outlook Technological advances Threats: Changing demographics Vulnerability to recession and business cycles Changing needs and preferences of stakeholders Changes in regulation, standards, and compliance requirements

FEEDBACK: Customer feedback: Negative comments:11

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Positive comments:46 Issue resolution:2 Reachability:0 Cancellation:2 Friendliness:8 Product knowledge:2 Overall:2.5 Employee feedback: Negative comments:31 Positive comments:84 Negative comments:31 Positive comments:84 Issue resolution:3 Reachability:7 Cancellation:0 Friendliness:5 Product knowledge:3 Overall:3.1

RESEARCH USING LibGuides: Generic http://libguides.gcu.edu Specific http://libguides.gcu.edu

REFLECT ON: Question 1: Do organizational goals support the mission, vision, and values statements? Question 2: Does the organizational structure support the strategic plan for the organization, communication, decision making, customer service, employee engagement and satisfaction, and cross department interaction? Question 3: Are there apparent gaps in skills, talent, or diversity in the leadership team or staff? Question 4: From a review of the information provided, what areas are in need of further development?

DELIVERABLES: In this assignment, you will address the performance management cycle (PMC). Effective performance management aligns the efforts of supervisors and employees with organizational objectives, promotes consistency in performance assessments, and motivates employees. Assume the role of a manager within your chosen organization and create a PMC plan that addresses management by objectives, individual development plan, training, feedback, and salary administration. Address the topics below in the context of your chosen organization. Management by Objectives(MBO) plan (cascade goals from unit to individual), including: -- Institutional goals -- Individual goals -- Periodic performance reviews -- End-of-year appraisal sessions Individual development plans (IDP for one employee of your choice),

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including: -- Position description -- Unit organizational chart -- Employee career goal -- Supervisor expectations -- Outcomes/Results from previous IDP year -- Timelines and milestones for next IDP year -- Employee comments Unit training and development needs, addressing: -- Goals and objectives -- Timeline -- Budget Feedback (for two employees -- one performing and one struggling), addressing: -- Performance metrics (3-5) -- Type of review (formal, informal) and frequency -- Objective of review/feedback (e.g., motivation, compensation, promotion, disciplinary, etc.) Short description of possible corrective actions Short description of possible recognitions and rewards Promotion/succession planning activities Evaluation and salary administration, addressing: -- A review of salaries across the organization -- Starting salaries and progression

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