Performance Management:
Does an effective performance management program exist that includes processes and procedures related to goal setting, coaching, feedback, formal appraisal and employee development?
Do employees have clear, mutually agreed upon goals that they assist in creating, which they own, and for which they are accountable?
Are they provided with regular, constructive feedback and coaching about their performance?
Do employees receive documented, formal results about their performance at least annually?
Supporting Starfish Services
- Performance appraisal design or refinement of current appraisal system
- Goals, standards and objectives development
- Coaching and feedback strategies, processes and tools
- Formal appraisal documentation and delivery
- Performance tracking and measuring
- Individual and team development
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Compensation and Rewards:
Is your business getting the necessary return for the significant investment in compensation it spends?
Does your business have a compensation program and practices that support the business strategy?
Do your employees understand the compensation program and its value to them?
Is your compensation program internally equitable, externally competitive and legally defensible?
Supporting Starfish Services
- Compensation planning, design and communication
- Incentive plans
- Pay for performance programs
- Team and group compensation plans
- Salary administration policies and procedures
- Recognition plans
- Local salary surveys and market pricing
- Compensation (merit, promotions, adjustments) planning and budgeting
- Job analysis and evaluation
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Talent Management:
Has a recent talent assessment been conducted to determine current strengths and identify talent gaps?
Are succession plans in place for key positions, and are the employees in line for those positions currently being prepared to assume those roles?
Are employees provided with opportunities to continually grow, develop and learn in their jobs on both a formal and informal basis?
Does every employee have a current development plan?
Do transfer and promotional policies exist? Are they effective and perceived as being fair?
Have proactive retention programs been developed for positions and individuals “at risk” to turnover?
Supporting Starfish Services
- Workforce planning/identifying current strengths and talent gaps
- Succession planning
- Employee development and learning
- Individual development plan preparation
- Retention strategies for business and targeted positions
- Formal and informal talent programs, such as mentoring
- Assessment of current employee performance and future potential
- Promotion and transfer programs and practices
- Leadership identification and development
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Manager Development
Has a manager and supervisor profile been developed that identifies critical roles, responsibilities and competencies? Are they in alignment with the current organization work environment?
Do managers and supervisors understand the expectations of their jobs, and do they possess the critical competencies required to perform their jobs effectively?
Do managers and supervisors possess the skills and abilities needed to foster productive work environments that encourage optimal performance from employees?
Has a development plan been prepared and implemented for every supervisor and manager?
Supporting Starfish Services
- Development of supervisor and manager profile and competencies
- Development of management model and fit with organization environment
- Delivery of Manager “Foundation and Fundamentals”: Hands-on, interactive training and learning sessions covering topics such as: sourcing, interviewing and selection; coaching and managing for performance; talent management; human resources and employment laws; workplace conduct; successful manager profile, competencies and behaviors; effective workplace communication; diversity; conflict management; other sessions or workshops needed
- Individual 1:1 coaching and development sessions with executives, managers or supervisors
- Leadership development, including preparation of development plans and follow-up, 360 assessments and other appropriate development
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Meaningful Work:
Have jobs been designed that are stimulating, interesting and challenging?
Do employees understand the “value added” of their jobs to the organization and the connection between their work and the organization’s mission?
Are individual interests and strengths aligned with their job duties?
Do employees have a clear understanding of the roles and responsibilities of their jobs and performance expectations?
Has every employee been provided with a current, legally compliant job description, and has the manager reviewed it with them?
Supporting Starfish Services
- Job design that provides clear connection to the organization mission and offers meaningful work
- Employee match to jobs that capitalize on individual strengths and interests
- Clarification of roles and responsibilities for each job—employee “owns” job
- Job descriptions that are clear, current and legally compliant
These are the major areas of our Starfish Performance Consulting services. We tailor the delivery of our services based on the unique needs of each business. Generally, we provide support on a project basis, develop and deliver training solutions, or provide consulting advice for a specific issue. We’re flexible.
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About Starfish
