Performance Management Cycle

Paper details:

Develop a high level performance management cycle plan (5 pages). The plan should contain an introduction and conclusion that makes relevant connections to course objectives. The body of the plan is an annotated presentation of the concepts listed in your Scenario Generator Report.

The purpose of this assignment is to simulate the thought process that managers use when evaluating the various elements of performance management. The students are not expected to produce a detailed plan. Rather, the expectation is that students demonstrate consideration of the multiple complexities involved in the performance management cycle.

Access the “Deliverables” section of the Performance Management Cycle Plan within your Scenario Generator Report. Your Scenario Generator Report provides the context for the plan.

Carefully consider the characteristics of the various organizational descriptors in your Scenario Generator Report.

Thoughtfully discuss each listed item (2-3 fully developed sentences per item).

While APA format is not required for the body of this assignment, solid academic writing is expected.

Instructors will be using a grading rubric to grade the assignments. It is recommended that learners review the rubric prior to beginning the assignment in order to become familiar with the assignment criteria and expectations for successful completion of the assignment.

Material:

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),
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 ÕÉ?†?†organization
— Starting salaries and progression
NOTE: Refer to additional resources posted as well as to the Libguide
for examples.

Rubric Expectation:

An introduction and conclusion are present; relevant connections are made to course objectives in a thoughtful and insightful manner. Critical and creative thinking is indicated.
A discussion of the various elements in the Scenario Generator Report is presented in a thoughtful and insightful manner. Critical and creative thinking is indicated.
Writer is clearly in command of standard, written, academic English.
Hint: (Scenario Generator):
Module 7: Course project
Type: Government Services
Size: Large Corporation
Sector: School District
Funding: Tax revenues
Stakeholders:
Community served
Decision makers:
Governing Board
Formal organization:
Non-profit public administration
Human Resources Department:
Transactional
Stage in Organizational Lifecycle:
Growth
THESE ARE THE GIVEN CONSTRAINTS:
ORGANIZATIONAL BACKGROUND:
Founded in: 1978
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 selfreliance
and enhance the quality of life for the residents through
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:
Known brand
Experienced management
Good business reputation
Weaknesses:
Products and/or services have not been updated for a long time
Too much internal bureaucracy
Opportunities:
International expansion via Internet business
New initiatives to streamline decision making
Threats:
Vulnerability to recession and business cycles
Changing needs and preferences of stakeholders
Expected increases in tenured employees compensation
Changes in regulation, standards, and compliance requirements
FEEDBACK:
Customer feedback:
Negative comments:45
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