Home  |  Site Map  |  Online Questionnaires  |  Our Technology  |  About Us  |  Contact Us   Performance Management Diagnostic Using the Scaled Comparison The following format is used to determine the current state of the Performance Management system: Question: Which statement in each pair better describes how appraisals ACTUALLY work right now in your organization? Describes Much Better Describes Better   Equal   Describes Better Describes Much Better Appraisals help some more than others Appraisals don't involve organization goals How Is Performance Management Right Now? The person completing a questionnaire sees each of a long list of statements describing the way appraisals work compared with each other.  (The examples below show just a portion of all the decisions that are made.) Question: Which statement in each pair better describes how appraisals ACTUALLY work right now in your organization? Appraisals help some more than others Appraisals don't involve organization goals Managers determine work goals for people People are rated by more than one person Job descriptions state outcomes expectations Appraisals focus on numbers, not growth Pay and performance are closely related Appraisals focus on achieving org's goals It's easy to ask 'How do you think I'm doing?' We are matched to jobs that use our skills Mgrs. & employees trust the appraisal process Mgrs. talk about performance once a year Career planning is separate from appraisals Appraisals show us how we can improve How Do They Think Performance Management Should Work? The same process, using the same descriptions, but a different question is used to determine how the respondents believe the Performance Management process should work. Question: Which statement in each pair better describes how you think appraisals SHOULD work? People are involved in setting own goals We are matched to jobs that use our skills Appraisals help some more than others We are given work based on who's available Appraisals are made on job-relevant factors Compensation is not related to performance Mgrs. & employees trust the appraisal process Mgrs. give performance feedback regularly Appraisals are seen as fair to all Mgrs. have the skills to make appraisals work Same appraisal form used for all employees Mgrs. talk about performance once a year Pay and performance are closely related People are rated by more than one person The Gap Analysis This report compares the how the respondents view the state of Performance Management now compared with their view of how it should be.  The "gap" between Actual (now) and Ideal (should be) is seen in the distance between the "N" and the end of the black bar.  The Performance Management attributes are printed in rank order according to their importance in the Ideal view.  Large gaps near the top of this list are the issues most in need of attention. The High / Low Matrix This report presents a broader view of how the Ideal and Actual Performance Management interact.  The High / Low Matrix is based on the same data as in the previous illustration, but in slightly different format.  Although there are strong statistical data supporting these reports, we have found they are most useful when they require little numerical or statistical understanding in order to interpret them. The Subgroup Summary Another way of looking at the results is to separate the views of various groups of respondents so you can see the differences in opinion between them.  This alerts you to problems that may exist in certain areas, but not in the entire organization.  It can also show where Performance Management is working better. How do I get more information? Auditing Human Resources Training Needs Assessment   Training Needs         For Job Families   Training Needs         For Individuals Strategic Leadership Profile Values Analysis   Values         Clarification   Values &         Culture Change Performance Appraisal   Performance         Ranking   Performance         Profiling Performance Mgt. Audit Downsizing Assessment Climate Assessment Team Effectiveness posted: 19:07 - 06.08.08 [an error occurred while processing this directive]