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Syllabus Example

This course covers effective performance management techniques over 10 weekly classes. Key topics include establishing performance criteria, using various appraisal formats, conducting meaningful performance discussions, ongoing coaching, and avoiding common manager mistakes. Students will learn to prepare for and conduct objective, complete performance appraisals. The goal is for students to implement performance management systems that support organizational strategic goals. Grades are based on class participation, a research paper, a performance appraisal project, and a final exam.

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194 views

Syllabus Example

This course covers effective performance management techniques over 10 weekly classes. Key topics include establishing performance criteria, using various appraisal formats, conducting meaningful performance discussions, ongoing coaching, and avoiding common manager mistakes. Students will learn to prepare for and conduct objective, complete performance appraisals. The goal is for students to implement performance management systems that support organizational strategic goals. Grades are based on class participation, a research paper, a performance appraisal project, and a final exam.

Uploaded by

Scornful tears
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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COURSE SYLLABUS & OUTLINE

Course Title: Effective Performance Management

Quarter: Spring 2009

Meeting April 15 – June 17; Wednesdays 6-9pm


Times:

Location: Sutter Square Galleria 2901 K Street

Instructor:

Contact info:

Course Description: This course is designed to assist Human Resources professionals


and operational managers in giving effective performance appraisals that help
motivate employees to achieve higher productivity. Several key topics are
covered, including how to: (1) establish performance criteria; (2) use various
appraisal formats; (3) conduct a meaningful performance discussion; (4) initiate on-
going coaching; (5) avoid common mistakes that are made by managers in
evaluating their employees; and (6) encourage employees to prepare for a
performance discussion.

Performance appraisals often raise the anxiety levels of both managers and
employees alike. Thus, special emphasis will be placed on how to prepare for and
conduct performance discussions that are objective, complete, and defensible.
Students will share experiences and participate in various exercises to ensure that
they fully understand ways to get the best possible performance from employees.
Goals & Objectives:
The goal of this course is for students to effectively implement and manage a
Performance Management System in support of the strategic goals of the
organization. Students will:
~ Gain a working knowledge of performance management systems.
~ Gain an enhanced ability to communicate effectively on issues relating to
performance management.
~ Learn appropriate terminologies and practices regarding performance
management.
~ Learn effective techniques for conducting an effective performance appraisal,
and ways to coach members of management.

Required Readings: Michael Armstrong, Performance Management: Key Strategies


and Practical Guidelines, 3rd Edition, Kogan Page Limited, Philadelphia, PA 2006

Grading:

Course grades will be based on participation and completion of assignments as


follows:

% Item
20% Class Participation (20 Points)
25% Research & Position Paper (25 Points)
30% Performance Appraisal Project (30 Points)
Written Appraisal (20 Points)
Delivery of Appraisal (10 Points)
25% Final Examination (25 Points)

Every student can earn a maximum of 100 points for this course. Grades will
be assigned based upon the points earned as follows:

94 - 100 Points……..A
90 - 93 Points……..A-
86 - 89 Points……..B+
82 - 85 Points……..B
78 - 81 Points……..B-
74 - 77 Points……..C+
70 - 73 Points……..C
66 - 69 Points……..C-
60 - 65 Points……..D
59 Points and less….F
Students are expected to attend class and actively participate in discussions and
activities associated with the course. Repeated absences from the class may
affect your grade. If a student is unable to attend a class session they are asked to
inform their instructor either in person, via email or voicemail message. Two or more
consecutive absences, without notifying the instructor, may result in a
recommendation to drop you from the class.

Please note that ALL COURSE GRADES ARE FINAL.

Incompletes: The interim grade Incomplete may be assigned when a student's work
is of passing quality, but a small portion of the course requirements is incomplete for
good cause (e.g. illness or other serious problem). It is the student’s responsibility to
discuss with the instructor the possibility of receiving an “I” grade as opposed to a
non-passing grade. The student is entitled to replace this grade by a passing grade
and to receive unit credit provided they complete the remaining coursework
satisfactorily. The “I” grade must be replaced by the submission of a final grade by
the instructor within one year (365 days) of the course end date or the “I” grade will
be replaced with “WD” (indicating withdrawn, no academic credit).

Student Behavior involving cheating, copying other’s work, and plagiarism are not
tolerated and will result in disciplinary action. Students are responsible for
being familiar with the information on Student Conduct under Student Services or on
the website: http://sja.ucdavis.edu.

Classroom Courtesies

While it is recognized that each student must attend to personal and family
emergencies it is requested that this be done in a non-disruptive manner. Therefore
it is requested that all pagers or cellular phones are either turned off, on silence
mode or set to vibrate.
COURSE OUTLINE

Effective Performance Management

Date/Topic Assignments Readings


April 15, 2009 Introductions
Class 1 Basics & Principles of
Performance Management
April 22, 2009 Performance Appraisal Process Chapter 2
Class 2 Performance Appraisal Forms
Approaches to Appraisal Forms
April 29, 2009 Submit Position Paper Idea Chapters 3 -
Class 3 Performance Planning 4
Goals & Objectives
May 6, 2009 Assessing Performance Chapters 5-7
Class 4 Reviewing Performance
Managing Performance Year-Round
May 13, 2009 Improving Performance Chapters 8,
Class 5 Performance Management & 10 and 11.
Learning
Pay for Performance
May 20, 2009 How to write a fair appraisal
Class 6 How to conduct an appraisal
discussion
Position Paper Due
May 27, 2009 360-Degree Feedback Chapters 12-
Class 7 Performance Management Roles 13
Written Performance Appraisal Due
June 3, 2009 Creating a Performance Chapters 14-
Class 8 Management System 16
Performance Management Training
Evaluating Performance
Management
June 10, 2009 Oral Presentation – Delivery of
Class 9 Performance Appraisals
Final Exam Hand-out
June 17, 2009 Oral Presentation – Delivery of
Class 10 Performance Appraisals
Final Exam Due

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