Performance Management - Dealing with the Difficult Employee

I. Pay for Performance Model

A. Definition

B. How it works

C. Model types – Merit Pay or Variable Pay

D. Pros and Cons

E. Bottom Line

II. Performance Management

A. Definition

B. Possible Issues

C. Models – Mgmt by Objective or 360 Degree

Feedback

D. PM Processes

E. PM Cycle example

F. Continuous PM

Definitions of terminology used. EXAMPLES AVAILABLE by email

request!.

Why should you attend –

The pay for performance model and processes you implement

will depend on a range of factors. To work out which model

works best for you, you need to consider your organization’s

budget, compensation philosophy, and organizational goals.

What are you hoping to achieve? How often will you reward

employees? Do you have an established budget? Which

performance-based pay plans would work best in your

organization?

Ultimately, the way pay for performance works will depend on

your employee performance management system, how you

conduct your appraisals, and the employee performance

metrics you use to track progress. Do you use a specific

assessment model such as the 9 box grid? How do you calculate

performance-based pay and conduct performance reviews for

remote employees?

Background:

Pay for performance is a compensation model used as part of a

wider continuous performance management initiative.

The basic idea is that you pay employees based on how

well they perform their duties. You do this by setting

performance goals for each employee and paying them a

bonus when they reach or exceed their objectives. This might

be in the form of merit pay, or one of a variety of variable pay

programs. Some view the pay for performance model as a fairer

approach to employee salaries. With a more traditional

compensation method, all employees at the same level are

paid the same amount, regardless of whether they under

or over-perform. There’s no real incentive to try harder. In

contrast, with a pay for performance program, you motivate

your employees to perform to the best of their abilities and

strive for continuous improvement by offering them tangible

rewards. Many argue that it can encourage engagement and

boost top talent retention.

Speaker Profile: Mark Schwartz is an employment tax specialist and has over 15 years of employment

tax experience as an independent consultant and as a payroll tax auditor with the State

of California. He has managed an audit caseload of 20 ongoing audits, from small home-

based businesses to large multi-national corporations. He is expert at defining

regulatory and statutory requirements from local, State and Federal government

agencies; and helping the average businessperson understand what that means to their

business. He has processed weekly and bi-weekly payroll checks plus tax forms for

businesses with hourly as well as exempt workers, multistate operations and a wide

variety of benefits.

Mr. Schwartz provides consulting services encompassing payroll processing and

payroll tax issues. These include payroll tax minimization, payroll tax compliance

reviews, independent contractor studies, use of electronic transfers, deductions,

benefits, etc. Mark has represented both clients and the State in front of the State

Appeals Board. He understands the complexities of local wage laws, unemployment

and disability claims, and other wage and benefit issues affecting your employees.

Mark prides himself on his outstanding customer service skills. He listens attentively to

his clientele, helping them bridge the gap between the small business world and

Government bureaucracy. He eagerly assists with clients needs and feels that educating

clients toward faster, accurate and more complete payroll processes provide the most

value.

Mark is a participating member of the American Payroll Association. He earned his BA

and MBA in Finance at Santa Clara University. He has held Certified Internal Auditor

and Certified Investment and Derivatives Auditor Credentials. Mark is currently

pursuing a Certified Payroll Fundamentals Credential with the American Payroll

Association.