Performance Management

From reviewing and revising performance appraisal forms to creating an entire performance-based reward system, we work closely with our clients to ensure that the result is an intuitive, easy to use system that has ownership and buy-in from all stakeholders. These systems include management by objective, incentive systems, balanced scorecards, customer service measures, multi-source feedback (360-degree feedback), and behavior and results oriented approaches.

Example Projects:

  • Conducted a review of using succession management potential retings for downsizing decisions in a litigation support project.
  • Conducted a literature review of best practices in succession management.
  • Conducted a literature review of bet HR practices in downsizing.
  • Conducted executive coaching for the directors of a small company monthly.
  • Reviewed and revised a 360 tool to be used for promotions and assignments.
  • Advised a medium-sized organization on how to conduct executive performance reviews.
  • Conducted an analysis and wrote a report on the validity of tools for making downsizing decisions in a large organization.
  • Wrote a report based on an exhaustive review of the performance management process used at large organization to determine root causes of diversity differences in performance ratings .
  • Programmed an online performance rating data collection tool to support a large scale validation study in a large organization.
  • Reviewed revisions to the performance appraisal forms used by a large federal government agency.
  • Reviewed research reports and documents on the performance appraisal process in a large federal government agency.
  • Conducted a review of a diversity analysis of performance appraisal ratings for a government agency.
  • Advises a medium-sized company on the implementation of goal setting to align performance management with strategic goals.
  • Reviewed software packages for performance management for a medium sized company.
  • Advised a large organization on alternatives in competency modeling.
  • Wrote a surrebuttal report on performance evaluation and incentive compensation in support of a lawsuit at a financial services company.
  • Conducted a review and evaluation of job relatedness of a rating scale of potential as part of a succession management process for a large company.
  • Wrote a report on performance evaluation and incentive compensation in support of a lawsuit at a financial services company.
  • Evaluated 13 competency models for performance evaluation for job relatedness for a large organization.
  • Reviewed literature to define best practices and then conducted evaluation the practices of a large company in terms of performance appraisals.
  • Reviewed literature to define best practices and then conducted evaluation the practices of a large company in terms of 360 reviews for performance appraisal purposes.
  • Conducted a literature review on best practices in performance appraisal, and then evaluated the appraisal processes in a large organization by comparing them to best practices.
  • Conducted a literature review on best practices in 360 feedback, and then evaluated the 360 processes in a large organization by comparing them to best practices.
  • Evaluated a large company's performance review process compared to best practices.
  • Evaluated a large company's 360 process compared to best practices.
  • Conducted a literature review on best practices in performance reviews.
  • Conducted a literature review on best practices in 360 for performance appraisal.
  • Conducted a literature review of new ideas and trends in performance reviews.
  • Conducted a best practices analysis of the performanace management process at a large company.
  • Conducted an audit of the performance reviews for compliance and quality at a large company.
  • Conducted focus groups with managers, employees, and HR staff on the effectiveness of a performance review process of a large company.
  • Conducted an analysis of the statistical properties of the performance review process in a large organization.
  • Reevaluated the validity of a revised performance reviews systems for management jobs in a large organization.
  • Analyzed the performnce appraisal data for a large company to examine quality and differences by jobs, departments, business units, and demographics.
  • Evaluating the quality of a performance management process for employees in a large commodities trading organization.
  • Evaluating the content validity of revised performance reviews for store and pharmacy management jobs in a large retail organization.
  • Developed performance appraisal rating scales for banker, teller, and call center jobs in a large bank.
  • Developed Anchored Rating Scales for the Performance Evaluation Competencies four Retail and four Technical Management Jobs in a Large Company
  • Revised the performance appraisal for professional government employees based on a job analysis.
  • Develop behaviorally anchored rating scales for competencies in the performance reviews for pharmacist jobs.
  • Develop behaviorally anchored rating scales for competencies in the performance reviews for store management jobs.
  • Revised the performance evaluation for a large government agency based on a job analysis.
  • Revised the competency model for a large government agency.
  • Implementation of financial metrics and key performance indicators (KPIs) in a medium-sized company.
  • Wrote a report recommending how job analysis information should be used for revising hiring, training, performance appraisal, and promotions systems for 18 occupations in a large organization.
  • Developed over 1000 definitions of knowledge and experience based on position descriptions to be used in a skill profiling system in a large insurance company.
  • Developed a record keeping system and reorganized 20 years of records for a medium-sized fiberglass company.
  • Evaluated the record keeping system and needs for a human resources department of a medium-sized automobile parts manufacturer.
  • Developed a request for proposal to implement an electronic record keeping system for a medium-sized automobile parts manufacturer.
  • Advised a large organization on occupational and skill taxonomies for use in developing a human resource information system (also noted under job analysis).
  • Revised the employee evaluation report form for a large department of the federal government, including organizational development activities to help the change process occur. Was awarded a Certificate of Appreciation for this work.
  • Reviewed and gathered information on the employee evaluation report form used by a large department of the federal government for the purpose of improving the process and meeting requirements of a consent decree to increase its job relatedness.
  • Developed a performance appraisal system for team leaders and group leaders involving objective productivity and quality measures, a 360 performance appraisal survey, and a customer satisfaction survey for a parts manufacturing company.
  • Conducted a content validation of revised performance reviews for seven store and pharmacy management jobs in a large retail drug store company
  • Advised on the revision of the performance appraisal system for consultants in a large consulting form.
  • Developed a 360 feedback program for a large government agency including working with senior management to develop the concept, designing the survey, working with information technology contractors, developing and implementing the communications campaign, implementing the survey, developing and conducting training, developing action plans, and other related activities.
  • Conducted a psychometric analysis of a 360 feedback survey for professional government employees.
  • All of the pay-for-skills programs under compensation involved the development of performance evaluations to measure job performance before promotion. These typically involved supervisory and peer evaluations.
  • Assisted in the revision of the Employee Evaluation Report used for officers in a large government agency.
  • Revised the competency model underlying the performance evaluation process in a large Federal Agency, including using organizational development techniques to ensure cooperation and commitment.
  • Provide on-going consultation to the performance evaluation processes used for professional employees in a large Federal government agency.
  • Served on a technical advisory panel to develop basic employment skills standards to support a government agency implementing the National Skills Standards Act.
  • Advised on skills standards for manufacturing to support industry groups implementing the National Skills Standards Act.
  • Developed on-the-job training guides and assessment tools to enhance compliance with ISO/QS training standards.
  • Served as the technical consultant to the Sales and Service Voluntary Partnership (and the National Retail Federation) to develop skill standards as part of the National Skills Standards Act.
  • Served as the technical consultant to the Manufacturing Skills Standards Council to develop skill standards as part of the National Skills Standards Act.
  • Served on the technical advisory team for the National Skills Standards Board to advise on all aspects of skill standards development in the implementation of the National Skills Standards Act.
  • Served as an advisor to a small federal government agency on the literacy standards of jobs.
  • See maintenance certification programs developed under training.
  • Evaluating the use of office skills certification programs for selecting clerical employees (noted under Personnel Selection).
Please contact us for more information on how Campion Consulting Services can enhance your organizational capabilities.