Performance Management System
A Performance Management System is the formal set of procedures, practices, and tools that an organization uses to assess employee performance, promote professional growth, and, in doing so, achieve organizational goals. The Metropolitan Library System has widespread dissatisfaction with our current system. Starting approximately 6 months ago, we organized a Performance Management Committee (or "PMC") to begin the process of revamping our performance appraisal system. Our Chief Organizational Development Officer Michele Gorman was brought on board in November, and the Singer Group was selected as our consultant for this project.
We encourage feedback and engagement as the Metropolitan Library System proceeds with this project. This committee is your link to the work being done. Please reach out with your thoughts, opinions, concerns, and encouragement. You can communicate with us by commenting on this page and the Project Update pages, by emailing one or all of us, or by setting up a time to meet one of us.
The Singer Group has also created a confidential hotline email for their work with us. Email [email protected] if you have information that you would like to share confidentially. They will keep your email confidential, will not share names or specific situations with anyone from Metropolitan Library System, and have a commitment to reply within 48 hours, often sooner.
The current performance appraisal system at Metropolitan Library System is widely seen to be inefficient and under-performing. This project seeks to illuminate the problems with the current appraisal system, research better methodologies, and develop a new Performance Management System to meet the goals of the organization.
Develop a system that accurately assesses employee performance and promotes professional growth and development. It will also ensure alignment with Library Unbound. This project will identify shortcomings with our current Performance Appraisal System and take steps to rectify or mitigate them.
| Date (Month) | Date (Year) | Objective |
|---|---|---|
| January | 2017 | PMC Reviews Consultants, Selected Singer |
| January | 2017 | Initial information gathering meeting with Singer Group and PMC |
| February | 2017 | In-person Kickoff Meeting and all staff communication meetings |
| March | 2017 | Define the broad components of Performance Evaluation System |
| April | 2017 | Develop/Define Core Competencies |
| May | 2017 | Develop Behavioral Indicators |
| June | 2017 | Develop Draft Program and Supporting Documents |
| July | 2017 | Finalize Competencies and Program |
| Final Reports and Presentations to all Stakeholders | ||
| Training and Implementation | ||
| (See full Timeline in attachments for more detail) |
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Project Updates
Post Date |
Update |
|---|---|
| 11/20/2017 |
Project UpdateHere are the three most recent updates from the Singer Group in regards to our our Performance Management System and Classification and Compensation study. ------ Hello Metro staff, The following are the current updates on the performance development and compensation/classification studies: Read Full Update |
| 09/08/2017 |
Project UpdateRead Full Update |
| 08/15/2017 |
Project UpdateHi Folks- Read Full Update |
| 08/01/2017 |
Project UpdateThe following are the current updates on the performance development system and the compensation/classification study: Read Full Update |
| 06/30/2017 |
Focus Group Results*Naming note: as described later in this post, there is a strong preference for describing this tool as a “Performance Development Program” rather than “Performance Management Program.” The committee agreed to implement this change for all documentation going forward, including renaming ourselves to “Performance Development Committee.” Read Full Update |
