Performance management and professional development
It is year-end and I’ve been working with a few clients on year-end things like solicitation mailings, various planning projects, and of course year-end evaluation and 2015 performance management plans. The fourth quarter is a busy time of the year with many different balls to juggle.
When it comes to developing performance management plans, I like to create tools that include the following three parts:
- measurable performance objectives
- skill set evaluation (e.g. feedback on how someone does their job from a skill set perspective)
- professional development opportunities
Let’s face it . . . none of us are perfect and everyone has room for development, education and growth. Right? For this reason, I really like the professional development portion of the tools I’ve been helping clients build in recent months.
I recently read the following about professional development opportunities:
- 70% comes from on the job learning and targeted work experiences like special projects
- 20% comes from coaching, shadowing and mentoring
- 10% comes from training sessions, conferences, etc
This was a “DUH” moment for me, but back in the day when I was developing plans for my staff I used to focus a lot more on formal training opportunities.
Do you include a professional development planning component in your staff’s performance plan? If so, what things do you include, and how does it compare to the aforementioned formula? What type of on-the-job special projects have you used to help employees grow?
Please scroll down and use the comment box below to share your thoughts and ideas. We can all learn from each other.
Here’s to your health!
Founder & President, The Healthy Non-Profit LLC
Posted on November 13, 2014, in leadership, nonprofit, organizational development and tagged nonprofit, organizational development, performance management, professional development. Bookmark the permalink. Leave a comment.