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Modules
  Course Orientation
Module 1: Introduction to ADEC PMS
Module 2: Objective Setting for Employees
Module 3: Viewing and Tracking Objectives for Employees
Module 4: Year End Appraisal for Employees
Module 5: Objective Setting for Managers
Module 6: Year-End Appraisal for Managers
  Course Wrap-up
Lessons
  Welcome to Course Orientation
  Course Introduction
  Course Structure
  Navigation Controllers
  Course Interaction
Lessons
  Overview
Lesson 1: What is PMS ?
Lesson 2: PMS at ADEC
Lesson 3: The Purpose of Having a PMS
Lesson 4: People Performance Management Framework
  Summary
Lessons
Overview
Lesson 1: Objective Setting Process
Lesson 2: Start Objective Setting
Lesson 3: Setting Your Objectives
Lesson 4: Aligning and Finalizing Objectives
Lesson 5: Sharing Objectives and Ending Objective Setting Process
Summary
Lessons
Overview
Lesson 1: Mid-Year Review Process
Lesson 2: Performance Review Report and Tracking Progress
Summary
Lessons
Overview
Lesson 1: Mid-Year Review Process
Lesson 2: Self Appraisal and Sharing with Appraiser
Summary
Lessons
Overview
Lesson 1: Managers Role in the Objective Setting Process
Lesson 2: Cascading or Creating Objectives for Your Team
Lesson 3: Transferring Objectives to Your Team
Lesson 4: Reviewing and Approving Your Employees Objectives
Summary
Lessons
Overview
Lesson 1: Managers Role in the Year-End Appraisal Process
Lesson 2: Reviewing Sharing and Finalizing Year End Appraisal
Summary
Lessons
Congratulations
Completed Not Started In Progress

Main Menu

Modules
Course Orientation
Lessons
Welcome to Course Orientation
Course Introduction
Course Structure
Navigation Controllers
Course Interaction
Module 1: Introduction to ADEC PMS
Lessons
Overview
Lesson 1: What is PMS ?
Lesson 2: PMS at ADEC
Lesson 3: The Purpose of Having a PMS
Lesson 4: People Performance Management Framework
Summary
Module 2: Objective Setting for Employees
Lessons
Overview
Lesson 1: Objective Setting Process
Lesson 2: Start Objective Setting
Lesson 3: Setting Your Objectives
Lesson 4: Aligning and Finalizing Objectives
Lesson 5: Sharing Objectives and Ending Objective Setting Process
Summary
Module 3: Viewing and Tracking Objectives for Employees
Lessons
Overview
Lesson 1: Mid-Year Review Process
Lesson 2: Performance Review Report and Tracking Progress
Summary
Module 4: Year End Appraisal for Employees
Lessons
Overview
Lesson 1: Mid-Year Review Process
Lesson 2: Self Appraisal and Sharing with Appraiser
Summary
Module 5: Objective Setting for Managers
Lessons
Overview
Lesson 1: Managers Role in the Objective Setting Process
Lesson 2: Cascading or Creating Objectives for Your Team
Lesson 3: Transferring Objectives to Your Team
Lesson 4: Reviewing and Approving Your Employees Objectives
Summary
Module 6: Year-End Appraisal for Managers
Lessons
Overview
Lesson 1: Managers Role in the Year-End Appraisal Process
Lesson 2: Reviewing Sharing and Finalizing Year End Appraisal
Summary
Course Wrap-up
Lessons
Congratulations
Completed Not Started In Progress

Glossary

  • ADEC
  • ADEC HQ
  • Align
  • Cascade
  • Key Performance Indicator (KPI)
  • Objectives Library
  • Performance Management Plan
  • Proficiency
  • Weighting
  • Quantitative Measurement
  • Group
  • Next Review Date
  • Target Date
  • Complete %
  • Achievement Date
  • Actual (for quantitative measures)
  • Verified (for qualitative measures)
  • Abu Dhabi Education Council organization.
  • Abu Dhabi Education Council organization Head Quarters.
  • To define a relationship between objectives. Employees can align their own objectives with objectives that their Managers have shared with them. Aligned objectives are also known as supporting objectives.
  • A process managers at each level in a hierarchy use to allocate their own objectives to Employees who report directly to them.
  • A set of measures (quantitative or qualitative) that are used to measure whether or not the objectives are being met.
  • A collection of divisional scorecards that are related to a specific Sector/ Division or Office. Employees can create objectives through importing objectives from the objective library. A collection of reusable objectives. HR Professionals can either create individual objectives in the Objectives Library or import them from an external source.
  • The entity that defines the performance-management process for a specified period. A component of the Workforce Performance Management function.
  • A worker's perceived level of expertise in a competency, in the opinion of an assessor, over a given period. For example, a worker may demonstrate the communication competency at Basic / Intermediate / Advanced level.
  • The objective weight refers to the importance of a specific objective in relation to other objectives. Objectives with high importance are allocated a higher weight and objectives with low importance are allocated a lower weight. The sum weight of all objectives must add up to 100%. HRMS uses this value when calculating objective scores during appraisals. The weighting value is an integer from a locally defined scale (for example, 5 through 100). It specifies the importance of this objective to the enterprise relative to other objectives. HRMS uses this value when calculating objective scores during appraisals. You can update this value for individual Employees.
  • You select a qualitative measurement style for objectives with outcomes that you cannot assess in numerical terms. For example, objectives related to skill development or improvement of worker morale would require a qualitative measurement style. Achievement of this type of objective needs assessment and verification by a worker's manager, for example. For these objectives, managers can indicate, using the View and Track Objective Progress task, that they have verified achievement of the objective. These example objectives require a quantitative measurement style:

    1- Improve merchandise-display skills.
    2- Develop viable customer loyalty scheme.
    3- Manage successful merger of main and subsidiary procurement teams.
  • You can use this value to assign the objective to an specific group types (for Enablers, Service etc..)
  • You can use this date to remind Employees and managers that an objective needs review. This date is a default value that you can change for individual Employees.
  • Employee must achieve the objective by this date. This date is a default value that you can change for individual employees.
  • During the Mid Year Review Stage, the employee in discussion with the line manager enters a a percentage-complete value to record progress against objectives. The Employee or manager enters a percentage-complete value to record progress.
  • When the Complete % value is 100, the worker or manager enters the achievement date.
  • This refers to updating the objectives with numerical figures to update achievement against objectives. This is filled during the Mid Year Review Stage. The Employee or manager completes this field for objectives with target values.
  • The manager selects this option to confirm that an objective is complete.

About

Abu Dhabi Education Council (ADEC) was established in accordance with law No. 24 of 2005, issued by His Highness Sheikh Khalifa Bin Zayed Al-Nahyan, the UAE President, the Supreme Commander of the Armed Forces and the Ruler of Abu Dhabi.The Chairman of ADEC is H.H. Crown Prince of Abu Dhabi and Deputy Supreme Commander of the UAE Armed Forces and the Vice-Chairman is H.H. Sheikh Mansour Bin Zayed Al-Nahyan, Minister of Presidential Affairs.The Council seeks to develop education and educational institutions in the Emirate of Abu Dhabi, implement innovative educational policies, plans and programs that aim to improve education, and support educational institutions and staff to achieve the objectives of national development in accordance with the highest international standards.

Module 1: Introduction to ADEC PMS / L1: What is PMS ?

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