Like most leaders, you have a strategic plan or you wouldn't be in business. Strategy-focused organizations find STARway's process a natural extension of their strategy execution goals. Effective employee performance management connects an organization's strategy to individual positions and employees.
Connecting your strategy to your people, communicating your organizational goals to employees and letting them know exactly what is expected of them is one of STARway's advantages. You know you are much more likely to meet your objectives with...
the right people, in the right seats, and on the right bus!
STARway's performance review software solution uses a proprietary tool called Performance Maps.
What is a Performance Map?
Performance maps translate for each employee WHAT work is needed and HOW their work should be carried out to meet the organization's goals. Performance maps align employee's actions and behaviors to their organization's strategy. In a sense, performance maps combine the traditional job description and the traditional annual appraisal into one document.
Like the annual appraisal, a performance map is used for assessment; while like a job description, it is provided to the employee at the beginning of the year. In other words, performers start the year with the final examination already in hand! They know what is expected of them and the direction they need to proceed.
Each employee performance map is personalized to include the competencies, behaviors, responsibilities and goals unique to their job function.
Performance maps enable:
Work process language to identify Primary Processes and Individual Responsibilities
A statistically validated competency system
Clearly defined performance ratings
Job-specific examples of expected behavior called "priority tasks"
Job-specific annual goals called "priority objectives"
Editing capability during the performance year to adjust as changes occur
Standardizing the Performance Review Process
STARway provides an integrated competency library that defines competencies that are predictive of job success and describes ideal performance attributes.
Because the competency library is statistically valid, it ensures that you are following EEOC regulations mandating the use of validated tools to determine employee selection and performance management.
Individual Goal Tracking
Performance maps set the foundation for planning and tracking individual employee goals. They provide a baseline for measuring developmental and operational performance against the organization's strategy. When all employee actions and behaviors match their individual performance maps, the organization's goals are achieved.
