Quick Start Guide
Contents

• Introduction
  
• Getting Acquainted with TIP
  
• How to Make and Modify Job Descriptions
  
  • Where to Start
    
  • The Job Description Screen
    
  • Finding Your Way Around the Tree
    
  • Typing in the Text Areas
    
  • Adding and Removing Items
    
  • Percentage Scores
    
  
• Creating an Employee Evaluation
  
• Closing Comments
  

Introduction

Welcome!

Most organizations do not get the maximum benefit from their performance management system for three primary reasons:

• First, expectations are not clearly defined so that associates know exactly what is expected in the role. Leaders usually assume that their staff should know certain expectations. This always leads to frustration and disappointment for everyone.

• Second, when performance is reviewed, the leader uses the same form for every position in the organization. This "one size fits all" approach never really fits anyone effectively. It actually dilutes the performance review process for everyone.

• Third, the review process is often very subjective. It becomes "my opinion" about your performance rather than an objective assessment of your performance.

The key ideas behind TIP are these:

• The job descriptions as you develop them in TIP will help you define responsibilities and expectations clearly. Expectations will be divided into core responsibilities and behavioral expectations. Weighted values are attached to each core responsibility so that people can understand the importance of each. Details related to each core responsibility are included. Behavioral Expectations are defined in terms of successful behavior and outstanding behavior so that you can clearly communicate expectations to staff. If there is a library of job descriptions for your niche, these will come with initial core responsibilities and behavioral expectations. You can modify these as you wish.

• When creating an employee evaluation, you must open a job description. With TIP you have a customized evaluation form for each position at the click of a button. No more "one size fits all" forms. These customized evaluation forms can create more productive and effective performance coaching sessions because you are evaluating people on what you are expecting them to do. There is a place to include goals for the coming year that can become a part of next year's evaluation.