People Performance Management Framework

	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

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

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.