Michael E. Shultz Assistant Administrator Director Of Loss Control & Training Michigan County Road Commission Self-Insurance Pool

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1 Michael E. Shultz Assistant Administrator Director Of Loss Control & Training Michigan County Road Commission Self-Insurance Pool

2 M.C.R.C.S.I.P The Mission of the Michigan County Road Commission Self-Insurance Pool is to administer a cost saving self-insurance program and to assist all 79 members with effective Safety & Risk Management efforts.

3

4 1. Performance appraisals need to be formal and highly-scripted affairs 2. Employees need to be very involved in their performance appraisals 3. Supervisors should start performance appraisal meetings with the bad news first 4. Goal setting is a big part of performance appraisals 5. Documentation is not a big part of performance appraisals

5 6. Fosters a mutual understanding and commitment regarding expectations and goals 7. Performance measurements need to be specific and objective 8. Raises always come directly from good performance appraisals 9. Performance appraisals provide a useful tool for guarding against discrimination

6 10. Helps identify employees with advancement potential 11. Creates stress and anxiety 12. Is an ongoing record of information that can be used for discipline and terminations

7 1. Performance appraisals need to be formal and highly-scripted affairs - False 2. Employees need to be very involved in their performance appraisals - True 3. Supervisors should start performance appraisal meetings with the bad news first - False 4. Goal setting is a big part of performance appraisals - True 5. Documentation is not a big part of performance appraisals - False

8 6. Fosters a mutual understanding and commitment regarding expectations and goals - True 7. Performance measurements need to be specific and objective - True 8. Raises always come directly from good performance appraisals - False 9. Performance appraisals provide a useful tool for guarding against discrimination - True

9 10. Helps identify employees with advancement potential - True 11. Creates stress and anxiety - False 12. Is an ongoing record of information that can be used for discipline and terminations - True

10 Performance appraisals offer an effective way to: Recognize employee accomplishments Guide progress Improve performance

11 Performance appraisal meetings allow employees to: Review performance Set goals Identify problems Discuss career advancement

12 Appraisals offer organizations: Documentation (Important) Employee development Feedback Legal protection Motivation system

13 Appraisals offer employees: Direction Feedback Input Motivation

14 Defines performance expectations Describes measurement tools Uses rating system Covers specific examples Sets measurable goals Important Document Get signatures

15 Measurement systems need to be: Specific Fair Consistent Clear Useful

16 Systems can be: Numerical Textual Management by Objective Behavior oriented

17 Based on job requirements Measurable Observable Challenging Flexible Prioritized

18 Employees take an active role by participating Setting goals Designing action plans Identifying strengths and weaknesses Other (??)

19 Employees Review performance and career goals Complete written appraisal Supervisors Complete written appraisal Schedule time and place

20 Remain Professional / Calm Give objective examples Invite employee response Listen Create we mentality

21 Create relaxing atmosphere Lay out agenda Encourage input Good news first (and last)

22 Review performance Based on previous goals Noting strengths and accomplishments Identifying areas for improvement Set goals Based on company goals Building on areas that need improvement

23 Give good news last Lay out action plan Communicate outcome of goals not met Confirm understanding

24 Frequency of performance appraisals Informal performance appraisals Keep the process going

25 Verbal Public Tangible Monetary (difficult)

26 Act early Take the right approach Deal with employee reaction Handle continued poor performance

27 Recognize problems Talk with employee Follow company policy

28 Discrimination laws are about performance Performance appraisals document performance Similar performance issues must be treated the same way for every employee

29 Reviewing difficult & emotional employees Rating former peers Friends Other???

30

31

32 THANK YOU!

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