{"54864":{"#nid":"54864","#data":{"type":"news","title":"Institute Ushers in New Performance Management System","body":[{"value":"\u003Cp\u003EAs March performance\nreviews for managers and employees ensue across the Institute, Human Resources (HR)\nis implementing a change in the annual employee evaluation process. Managers\nare now tasked with establishing a continuous cycle of performance management,\ninstead of a linear, start-and-finish model. The cycle includes: planning,\nmanaging, reviewing and rewarding performance.\u003C\/p\u003E\n\n\u003Cp\u003EEmployee performance evaluations\nfor 2009-2010 will be conducted using the existing tools the Institute has in\nplace. Managers will discuss performance with employees, allowing for feedback\nand questions, as in years past. \u003C\/p\u003E\n\n\u003Cp\u003EAfter this month\u2019s evaluations are\ncompleted for 2010, managers and employees should meet to establish performance goals for the 2010-2011 evaulation period. Beginning in April, supervisors and\nemployees will enter the goals into a new online system. This will allow both\nemployees and managers to update and track progress on the goals throughout the\ncoming year. \u003C\/p\u003E\n\n\u003Cp\u003EAccording to HR, goals should be\nSMART\u2014specific, measurable, achievable, relevant and time-based. \u201cGoals are a\nsource of motivation,\u201d said Employee Relations Director Thomas Vance.\u0026nbsp;\u201dWe\nfrequently set goals in our personal lives and recognize the impact they have\nhad in helping us to succeed.\u0026nbsp;Job-related goals can also inspire us to\nperform at a higher level, which in turn helps the Institute to reach its\nobjectives.\u201d\u003C\/p\u003E\n\n\u003Cp\u003EAchieving established goals will\nplay a prominent part in the 2011 performance reviews, which will be conducted\nonline. With a deadline of June 30, all classified employees are required to establish two performance goals that will be entered into the online system. In the next few years,\nprogress on reaching established goals will increasingly become a larger factor\nin performance evaluations. \u003C\/p\u003E\u003Cp\u003EAccording to Vance, performance goals will comprise\n25 percent of the overall performance evaluation score next year. In the\n2011-2012 cycle, goals will account for half of the overall rating, and in\n2012-2013, goals will comprise 60 percent of the overall rating. \u003C\/p\u003E\n\n\u003Cp\u003E\u201cAs we at Georgia Tech begin to\nfinalize the strategic vision for the Institute, this comprehensive performance\nmanagement system will ensure that our world-class research university has the\nworld-class employees it needs,\u201d said President Bud Peterson. \u201cThis new\nmethodology will empower employees to have greater input to their personal\ncareer progression and will enable managers to better identify, recognize and,\nas resources become available, reward individuals based upon an agreed set of\ncriteria.\u201d\u003C\/p\u003E\n\n\u003Cp\u003EGoal-setting resources and\nfrequently asked questions are available online for supervisors and employees.\nHR is also offering a free Performance Management Essential brown bag session,\n\u201cThe Power of Goal Setting,\u201d through the Office of Organizational Development. \u003C\/p\u003E","summary":null,"format":"limited_html"}],"field_subtitle":"","field_summary":[{"value":"\u003Cp\u003EGeorgia Tech to emphasize goal-setting in employee performance evaulations.\u003C\/p\u003E","format":"limited_html"}],"field_summary_sentence":"","uid":"27191","created_gmt":"2010-03-10 10:10:07","changed_gmt":"2016-10-08 03:05:41","author":"Robert Nesmith","boilerplate_text":"","field_publication":"","field_article_url":"","dateline":{"date":"2010-03-10T00:00:00-05:00","iso_date":"2010-03-10T00:00:00-05:00","tz":"America\/New_York"},"extras":[],"related_links":[{"url":"http:\/\/www.ohr.gatech.edu\/performance","title":"Performance Management \u2014 Office of Human Resources"},{"url":"http:\/\/www.ohr.gatech.edu\/performance\/performancecycle\/review","title":"Review: 2009-2010 Performance Evaluations"},{"url":"http:\/\/www.ohr.gatech.edu\/performance\/performancecycle\/plan","title":"Plan: Goal Setting"},{"url":"http:\/\/www.ohr.gatech.edu\/performance\/professionaldevelopment","title":"Professional Development"},{"url":"http:\/\/www.ohr.gatech.edu\/performance\/performancemgtfaq","title":"Performance Management FAQs"}],"groups":[{"id":"1183","name":"Home"}],"categories":[{"id":"129","name":"Institute and Campus"}],"keywords":[{"id":"8928","name":"goal setting"},{"id":"8122","name":"Office of Human Resources"},{"id":"8927","name":"Performance Management"}],"core_research_areas":[],"news_room_topics":[],"event_categories":[],"invited_audience":[],"affiliations":[],"classification":[],"areas_of_expertise":[],"news_and_recent_appearances":[],"phone":[],"contact":[{"value":"\u003Cp\u003E\u003Cstrong\u003EEmployee Relations Units\u003C\/strong\u003E, Office of Human Resources\u003C\/p\u003E\u003Cp\u003E404-894-9410\u003C\/p\u003E","format":"limited_html"}],"email":[],"slides":[],"orientation":[],"userdata":""}}}