PPT-UNDERSTANDING SCP Performance Evaluation/ Merit pay

FY 2018 Staff Compensation Program SCP is a URA only salary program Yearly Performance evaluation should be done every year Merit pool for salary increases All must be split among URA All must be spent . Module Lead:. OO-ALC/PKCA. July 2007. Integrity ~ Service ~ Excellence. War-Winning Capabilities …. . On Time, On Cost. Air Force Materiel Command. 2. Course Overview. Length: 1 Hour. Method of delivery: Slide Presentation. Derek Hughes. November/December 2012. Staff. Total Rewards. Martocchio, J. J. (2013). . Strategic Compensation: A Human Resource Management Approach.. Upper Saddle River, NJ: Pearson.. Shared Perception. 18. Bodie, Kane, and Marcus. Essentials of Investments, . 9. th. Edition. 18.1 Investment Clients, Service Providers, Objectives of Performance Evaluation. Passive Management. Diversified portfolio with no security mispricing identification. BOT – UFF Collective Bargaining Summation. 2012-2013. November 20, 2012. Management Bargaining Committee. Eric Barron, President. Garnett Stokes, Provost. Sally . McRorie. , Vice President of Faculty Development and Advancement. 0. August 2012. What. is the basis of teacher evaluation?. How will teacher performance be documented?. How will teacher performance be rated?. Teacher Performance Evaluation System. 1. What. is the basis of teacher evaluation?. The steps involved (D-p4). Step1: understanding the basic about evaluation (ch1). Step2: defining the main purposes of the evaluation and the „big picture“ questions that need answers (ch2). Step3: Identifying the evaluative criteria (ch3). EMPLOYEE PRESENTATION. AGENDA. Rationale for merit-based salary program . Scope of 2016 appraisal changes. Impact . to . you. Timeline and details. Resources. 2. Rationale for P4P. University commitment to pay for performance. Merit Pools & Dates. T&R Faculty. , 3% salary pool and 0.75% bonus pool or as articulated in a school plan and approved in advance by the Provost, 12-month effective 7/25/17; 9, 10, & 11-month effective . . PROMOTING HUMAN RESOURCES IN THE PUBLIC SECTOR: . THE CRITICAL ROLE OF HUMAN CAPITAL IN THE PERFORMANCE OF PUBLIC SERVICES IN AFRICA.. 21 – 25 JUNE, 2O10. 2. SUB-THEME. 4. . . IDENTIFICATION, MONITORING AND EVALUATION OF PERFORMANCE AND RESULTS IN THE PUBLIC SERVICE.. Merit Pools & Dates. T&R Faculty. , 3% salary pool and 0.75% bonus pool or as articulated in a school plan and approved in advance by the Provost, 12-month effective 7/25/17; 9, 10, & 11-month effective . Systematic determination of the quality or value of something (Scriven, 1991). What can we evaluate?. Projects, programs, or organizations. Personnel or performance. Policies or strategies. Products or services. Human Resources. July 2017. Today’s Objectives. Discuss the importance of performance appraisals. Define the steps in the performance appraisal process. Discuss PSA merit programs . Learn how to set and manage goals. Bodie, Kane and Marcus. Essentials of Investments . 9. th. Global Edition. . 18. 18.1 Investment Clients, Service Providers, Objectives of Performance Evaluation. Passive Management. Diversified portfolio with no security mispricing identification. Module Lead:. OO-ALC/PKCA. July 2007. Integrity ~ Service ~ Excellence. War-Winning Capabilities …. . On Time, On Cost. Air Force Materiel Command. 2. Course Overview. Length: 1 Hour. Method of delivery: Slide Presentation.