This webcast will give senior executives specific tools for using the performance management process as a tool to improve performance in the organization. Specific strategies will be shared to help senior executives with tools to:

• Launch or re-launch a performance management process, including how to communicate the benefits and responsibilities of performance management to the entire organization.
• Help managers have more realistic approaches to performance management process including specific strategies that help managers ensure that the:
  • Employee won’t break down, blow up, or tune out during the meeting;
  • Manager won’t be put on the spot or have control taken away by a pushy or irritable employee;
  • Manager won’t botch an element that makes the meeting and paperwork “invalid”; and
  • Employee who is a top performer won’t find the process a demotivator, while the low performer only gets worse.

Who Should Attend:
This webcast is geared for government senior executives (federal, state or municipal) responsible for leading and managing employees.

Performance appraisals are often seen as an annual, or at best, semi-annual dreaded requirement that focuses more on completing the form than developing people. In this webinar, a panel of experts will share and discuss ways to see performance appraisals as a powerful tool in the continuous development process that includes the employee in every step.

Often appraisals are thought to be the time for managers to tell employees what is wrong with their performance. What many successful mangers are finding is that real improvement comes when the manager focuses on the strengths and successes of the employee.

Specific questions we will answer for managers include:

• What should my true goal in the discussion be so that I’m not disappointed with the outcome?
• How can I get through the discussion – without taking all day – using a reasonable agenda?
• What do I do when someone isn’t “happy”?
• How can I be “in compliance” without being a writing scholar?

The webcast will also provide information on the employee’s role in the performance management process; including specific thoughts regarding how the employee can help communicate his or her accomplishments to their management and how they can participate in the development planning process. Other topics that we’ll cover include:

• The importance of connecting individual performance plans to organizational goals
• The development of clear and measurable rating standards, especially related to ‘quality’ factors
• How to provide on-going feedback and coaching
• Keys to planning a successful performance review conversation
• How to focus on strengths and the future when discussing individual growth and development
• How to avoid common pitfalls of the performance management process
• Understanding the legal issues related to performance appraisals
• The importance of organizational oversight to ensure fairness, equity, and understanding

Webcast Leaders:
Ken Boxer is President of Strategic Partners, Incorporated, (SPI). Ken regularly consults with senior managers on the design and implementation of business plans and strategies to recruit, retain, and develop employees. Through the years, he has worked with such organizations as: Constellation Energy, Frito-Lay, Inc., , Texas Instruments, and numerous federal government agencies, including the U.S. Departments of Health & Human Services, Agriculture, and Commerce and the Intelligence Community. Prior to forming Strategic Partners, Mr. Boxer consulted to Fortune 500 corporations and federal government agencies while he was Vice-President of Management Partners, Inc., Organizational Dynamics, Inc. (ODI), and Sterling Institute. Ken began his career as a Presidential Management Intern with the U.S. Small Business Administration in Washington, D.C. He holds an MA and a BA from the George Washington University, Washington, D.C.

Kelly Fairbairn began her career as an Instructional Designer with a northeastern utility. While piloting projects, she evaluated programs and conducted training sessions as part of the utility’s university for professional employees and supervisors. Kelly evaluated and designed learning on management development topics such as team skills, communication skills, listening skills, conflict management, selection interviewing, and termination management. Later, she became Instructional Design Manager for Fleet Mortgage Group, managing a team of technical and professional development trainers and instructional designers who created total learning solutions for leadership, professional development and technical employees. To-date, Kelly has designed over sixty full-scale leadership and professional development training programs as part of curriculums for companies such as GE Capital, GE Crotonville, The Stanley Works, Stew Leonard Stores, The Hartford, Carquest, Victoria’s Secret Stores, The Timberland Company, New York State Electric & Gas, Johnson & Johnson, Sandoz, and Colonial Life & Accident to name a few.