A New Year, A New Opportunity to Improve Professional Performance
CCA’s annual performance review process offers growth and insight
If you’ve used phrases like ‘bucket list’ or ‘cold-turkey’ lately, then chances are you’re thinking about ringing in 2012 with some personal goals and resolutions.
That times nicely with the annual performance review process, delivered through CCA’s Performance Management & Development System (PMDS) process that begins in January. The New Year, according to CCA’s Facility Support Center Human Resources staff, is also a good time for preparing professional goals and resolutions.
Last year’s PMDS launch was a milestone in furthering CCA’s commitment to employee training and development. Never before had the evolving evaluation process been completely computerized and customized to each position’s core competencies, or precise skills necessary to perform in a given role.
“The PMDS is much more than a move to a computerized system,” stresses Steve Kaiser, CCA managing director, Corporate Development and Training. “Now we have a specific evaluation for each individual employee based on the competencies for that position.”
Employee Participation
CCA’s 2010 engagement survey revealed that many employees felt they were not receiving enough feedback from supervisors regarding promotional opportunities and the developmental outlets to achieve career goals.
CCA’s PMDS process was designed to ensure that every employee is actively involved in the evaluation process. The employee and supervisor collaborate to craft goals and discuss training and development needs or requests.
“For the first time, we can be confident that every employee required to have an evaluation receives one,” explains Lisa Cecil, CCA manager, Distance Learning. “We can track participation online. An employee cannot be bypassed; they must be involved to complete the evaluation.”
Data Gathering
One of the biggest rewards of the PMDS is the ability to collect data that helps CCA to identify future training and development needs.
“That’s huge for CCA,” says Kaiser. “Instead of guessing what our staff need in terms of development, we now have the data to tell us.”
Human Resources staff are already analyzing last year’s data and strategically planning the proper additions or adjustments to CCA’s training and development offerings.
What’s New?
Employee expectations of PMDS should be inline with last year’s process.
“Most of what employees will see and experience will be the same,” says Kaiser. “It will function and flow as it did last year.”
While few changes are expected for the next evaluation process, they are in development. PMDS 2 is slated to be available in 2013. Among several expected PMDS 2 enhancements, rated high on the priority list is enhancing the individual development plan section.
Meanwhile, employees can focus on how to make the most of this year’s evaluation process, and supervisors can brush up on their evaluation skills by taking advantage of the e-learning courses offered by CCA.
December 21, 2011