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Performance Solutions Home  |  Performance Culture  |  Strategic Planning  |  Workforce Planning
Staffing Initiatives  |  Motivation Initiatives  |  Development Initiatives  |  Retention  |  Metrics

Performance Solutions

• Performance Solutions Home
• White Papers
• Book Reviews
• Solution Spotlight
• Grapevine Forum
• NC WORKS

Performance Culture

• Performance Culture
• Performance Culture Self Assessment
• Performance Culture Self Assessment Analysis

Strategic Planning

• Strategic Planning
• Step 1 -Develop Mission, Vision and Core Values
• Step 1 - Develop Mission, Vision and Core Values Statement
• Developing Mission Statements
• Developing Vision Statements
• Developing Core Value Statements
• Good Mission Statement Characteristics
• Mission Statement Worksheet
• Mission, Vision and Values Checklist
• Mission, Vision, Values Form
• Step 2 - Initiate and Agree on Strategic Planning Process
• Competency Assessment
• Organizational Assessment
• Clarify Organizational Mandates Tool
• Initiate Process
• Process Tool
• Step 3 - Stakeholder Identification and SWOC
• Identifying the Organizations Strengths, Weakness, Opportunities and Challenges (SWOC)
• Sample SWOC Analysis
• Sample Gap Analysis Tool
• Step 4 - Identify and Frame Strategic Issues
• Identify and Frame Strategic Issues Tool
• Key Questions for Identifying Strategies
• Step 5 - Review and Adopt the Sratiegic Plan
• Review and Adopt the Strategic Plan Tool
• Develop an Effective Implementation Process Tool
• Step 6 - Reassess Strategies and the Stragetic Planning Process
• Reassess Strategies and the Strategic Planning Process Tool
• Reassessing Strategies
• Step 7 - Align Agency Programs
• Program and Budget Alignment Worksheet
• Step 7b - Align Agency Budget
• Step 8 - Connect the Strategic Plan to a Performance Management System
• Connecting to Performance Management
• Step 9 - Connect the Strategic Plan to the Results-Based Budgeting System
• Results-Based Budgeting Instructions
• Step 9b - Connect Strategic Planning to a Workforce Planning System
• Step 10 - Embed Strategic Planning in a Project Management System

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Workforce Planning

• Workforce Planning
• Workforce Planning Guide
• Workforce Planning Guide
• Phase I - Define Strategic Business Goals
• Link Between Strategic Planning and Workforce Planning
• Phase II - Conduct a Workforce Analysis
• Sample Workforce Action Tool
• Blank Workforce Action Tool
• Phase III - Create a Workforce Action Plan
• Phase IV - Evaluate Workforce Planning Process
• NC State Government Demographics

Staffing Initiatives     

• Staffing Initiatives

Recruitment

Recruitment
Building Alliances
University Career Planning and Placement Offices
Agency and University Recruitment Contacts
Expanding Your Network
Statewide Personnel Agencies in the US
Employment Marketing
Employment Value Proposition
Branding
Branding Steps to Implement An Employment Brand
Activities to Promote Your Employment Brand
Branding Focus Group Activity Matrix
Branding Focus Group Agenda and Handouts
Branding Focus Group EVP Presentation
Branding Presentation
Branding Individual Ranking of Attraction Attributes
Branding Group Ratings of Attraction and Retention
Branding Sample Tag Lines
Branding 2007 Project Summary Report
Enhance Your Web Presence
Enhance Your Web Presence - Drive Traffic and Navigation
Enhance Your Web Presence - Technical and Design Considerations
Cyber Cautions
Leveraging Your Benefits
Speakers Bureau
Speakers Bureau Volunteer Form
Talent Acquisition Strategies
Recruiting Readiness Checklist
Pre-Recruitment Worksheet
Determine the Posting Period
Writing a Job Posting
Writing a Recruitment Advertisment
Employment and Reemployment Priorities
Enhance Your Web Presence
Enhance Your Web Presence - Drive Traffic and Navigation
Enhance Your Web Presence - Technical and Design Considerations
Recruiting Networking Links
UNC System Campus Organizations
Featured Jobs
How to Evaluate a Recruiting Website
Guidelines for Career of Job Fairs
List of Career Fairs
Leveraging Internships and Co-ops
Leveraging Interns and Coops Worksheet
Applying Hiring Standards

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Selection

• Selection
• Change the Game
• Interview Questions - What Not to Ask
• Behavioral Interviewing Details
• Behavioral Based Interview Questions
• Interview Worksheet
• Tips for Conducting Interviews
• Interview Pan Decision Matrix
• Employment and Reemployment Priorities
• Reference Checking Guidelines
• Reference Checking Form
• Closing the Loop
• E-Verify Program for Employment Eligibility
• OnBoarding
• Tools and Techniques
• Buddy Systems
• Consequences of Poor Onboarding
• From "I Do" to "Happily Ever After"
• Planning Your Onboarding Program

Succession Planning

• Succession Planning
• Succession Planning Guide
• Step 1 - Organizing Succession Planning Efforts
• Business Case
• High Level Succession Planning Plan
• Succession Planning Committee Responsibilities
• Step 2 - Identify and Prioritize Problems
• Tips for Identification of Key Positions
• Key and Hard-to-Fill Risk Analysis Spreadsheet
• Succession Planning Plan
• Talent Management Team Responsibilities
• Step 3 - Identify Critical Competencies for Key and Hard-to-Recruit Positions
• CPM Competency Model
• Critical Competency Employee Interview Guide
• Critical Competency Focus Group Guide
• Key and Hard to Fill Position Profile
• Step 4 - Identify and Evaluate Applicant Pools
• Applicant Pool Readiness Suvery for Supervisors
• Emerging Talent Grid
• Employee Profile
• Step 5 - Identify and Implement Strategies and Programs for Succession
• Applicant Pool Development Planning Matrix
• Vacancy Readiness Plan for Key and Hard to Fill Positions
• Step 6 - Evaluate the Program
• Supervisor's Survey of Development Activities

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Motivation Initiatives

• Motivation Initiatives

Performance Management

• Performance Management
• Business Case
• Stage 1 - Performance Planning
• Figure Out Your Results Expectations
• Directory of Results Expectations
• Prepare for the Performance Management Discussion
• Collaborative Work Planning
• Stage 2 - Ongoing Management of Performance
• Examples of Status Reporting
• How Performance Focused Are You?
• Create Opportunities to Discuss Performance
• Give and Receive Feedback
• Sustain Good Work
• The Logic of Ongoing Performance Management
• Stage 3 - Performance Appraisal
• Sources of Performance Information
• Words on a Performance Appraisal
• Ratings Review Session
• Tips on Rating Performance
• What Kind of Bias is This?
• Reduce Rating Inflation
• Formats for a Constructive Appraisal Discussion
• Appraisals Do's and Don'ts
• Coaching and Developing Employees
• Basics of Individual Development Planning
• Format for an Individual Development Plan
• Directory of Individual Development Plans
• IDP - Addressing Employee Performance Problems
• IDP - Decision Making
• IDP - Using Advanced Features of Electronic Spreadsheets
• Counseling and Addressing Performance Problems
• Find the Cause of a Performance Problem
• Formats for Counseling Discussions
• Formats for a Corrective Action Plan
• Directory of Corrective Action Plans
• CAP - Lateness - a problem with behavioral expectations
• CAP - Inattention to Details - a problem with results expectations
• CAP - Not Following Procedures (Clean Up) - a problem with results expectations
• The Bad Boss Program
• Are You a Bad Boss?
• Reinventing Performance Management
• Build a Results Focused Performance Management Process
• Streamlined Performance Management
• Checklists for Managing Performance
• Evaluate Your Performance Management Process
• Resources
• Readings in Performance Management
• General Statute 126-7
• Administrative Code SubChapter O
• State Personnel Policies
• Agency Policies

Rewards and Recognition

• Rewards and Recognition
• CLC Retention Bonuses
• CLC Rewards and Recognition
• R & R Web Links
• Proposed Additional Products
• Total Rewards
• Total Rewards in North Carolina State Government
• Communicating Total Rewards
• Total Rewards Statement Example
• Employee Benefits Inventory
• A Culture of Recognition
• Why Do We Need R & R?
• Buidling A Culture of Recognition
• Summary of EVP
• Rewards and Recognition Policy - July, 2007
• Steps in Establishing an Agency R & R Program
• Characteristics of Effective R & R
• R & R - Whose Responsibility is it Anyway?
• R & R Do's and Don'ts
• Inventory of R & R Techniques
• Random Recognition
• How to Write a Thank You Note
• 67 Ways to Say Thank You

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Work Environment

• Work Environment
• Perform Model
• High Performing Work Environment Tools
• Identifying Barriers to a High Performance Work Environment
• Tools for Identifying Performance Problems and Solutions
• Identifying Obstacles and Barriers to Performance Management: Self Assessment
• Employee Engagement Tools
• Methods of Measuring Employee Engagement
• Identifying Barriers and Obstacles to Engagement
• Employee Engagement Survey
• Engagement Survey Analysis
• Guide to Interpreting Engagement Survey (aka So What Do I Do Now?)

Development Initiatives

• Development Initiatives

Career Development

• Career Development
• Training and Development at the Agencies
• Assessments
• Assess Your Personal Style
• Career Assessment
• Coaching Skills Assessment
• Coaching Style Assessment
• Delegation Checklist Assessment
• Emotional Intelligence Assessment
• Leadership Style Assessment
• Left and Right Brain Thinking
• Management Skills Assessment
• Motivation Assessment
• Personal Impact and Influencing Assessment
• Personal Vision Assessment
• Self Esteem Assessment
• Stress Management Assessment
• Training Needs Assessment
• Transferrable Skills Assessment
• Values Assessment
• Values Imprint Survey
• Online Assessments
• Career Paths
• Career Paths Websites
• NC Occupational Handbook
• Occupational Handbook for Management
• Career Plans
• Career Development Plan 1
• Career Development Plan 2
• Career Development Plan 3
• Career Development Worksheet
• Education Planning Form
• The Library
• Action Verbs
• Addressing Diversity in Career Development
• Cover Letter Writing Checklist
• Cover Letter Template
• How to Write a Thank You Letter
• Thank You Letter Checklist
• Thank You Letter Sample
• Thank You Letter Template
• Individual Issues
• Resume Planner
• Resume Writing Checklist
• Resume Writing Guide
• Resume Sample - Executive Assistance
• Resume Sample - New Graduate
• Useful Web Links
• Workbook for Employees

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Diversity Management

• Diversity Management
• OSP Diversity Commitment
• Diversity Management Initiatives
• Diversity Leadership Programs
• Diversity Infrastructure
• Diversity Learning Programs
• Diversity Strategic Plan
• Intern and Mentorships
• Leadership Commitment
• Qualitative and Quantitative Measures
• Special Emphasis Program

Knowledge Transfer

• Knowledge Transfer
• Companion Guide
• Introduction
• Knowledge Transfer Practices
• Knowledge Transfer Implementation Cheatsheet
• Step 1 - Identifying Knowledge at Risk
• The Knowledge Transfer Process
• Tips for Identifying Key Positions
• Tips for Identifying Employees with Critical Talent and High Potentials
• Step 2 - Options to Retain Knowledge
• Capture and Transfer Knowledge
• Critical Knowledge Facts Information
• Critical Knowledge - Questions About Pattern Recognition Knowledge
• Critical Knowledge - Questions About Tasks
• Risk Assessment Worksheet
• Analysis Form for Assessing Criticality
• Employee Self Assessment
• Employee Knowledge and Work Profile
• Knowledge Retention Plan 1
• Revised Knowledge Transfer Plan
• Summary Critical Knowledge Worksheet
• Knowledge Disposition Worksheet
• Options to Capture and Transfer Critical Knowledge
• Step 3 - Monitor and Evaluate KT Plans
• Monitor and Evaluate
• Barriers and Solutions
• KT Integration with Other HR Functions
• Knowledge Management Questionnaire
• Models
• Community of Practice Model
• Knowledge Transfer Model
• Collaborative Problem Solving Tool
• Knowledge Capture Tool
• Brain Writing Tool
• Action Learning Tool
• Learning History Tool
• Social Network Knowledge Flow
• Ad-Hoc Session Tool
• Community of Practice Progress Checklist
• Documentation and Job Aids Model
• General Guidelines Tool
• Determining Medium Tool
• Categorizing Tasks Worksheet
• Prioritizing and Categorizing Tasks
• Acceptable Standards for Checklists
• Plain Language Tool
• Needs Analysis for Job Aid Worksheet
• Mentoring Program Overview
• Mentoring Model
• Mentor Application
• Mentee Application
• Mentoring Agreement
• Program Coordinator's Checklist
• Mentor Checklist
• Mentee Checklist
• Agency Current Needs Assessment
• Future Needs
• Mentoring Program Training Plan
• NC's E-Learning Program
• NC Centralized Training Program
• Job Shadowing and Job Switching
• Job Shadowing to Build School Partnerships
• Job Switching for Onboarding and Training

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Leader Development

• Leader Development
• Leader Development as a Strategic Activity
• EVP
• Models of Leader Development
• Essential Components of a Leader Development Program
• Leader Development Process
• Learning to Lead at All Levels
• Identifying High Potential Employees
• Leader Development Tools
• Leader Development Roles and Responsibilities
• Essential Leader Competencies
• Leader Development Program Application
• Leadership At-A-Glance Form
• Readings in Leader Development
• Examples of Leader Development Programs
• ITS Leadership Development Program
• Commissioner of Banks Leadership Program
• Program Contact Information
• Program Evaluation

Retention

• Retention
• Step 1 - Identify Problem Areas
• EVP and Retention
• Step 2 - Identify Attributes that Influence Retention
• Retention Driver Assessment
• Employee Exit Interview
• Employee Engagement Survey
• Employee Retention Survey
• Step 3- Implement Strategies and Solutions

Metrics

• Metrics
• Metrics Planning
• Making Sense of it All
• Selecting High Impact Metrics
• Formula Types
• Frequently Utilized HR Metrics
• HR Effectiveness Metrics
• Metrics Decision Matrix
• Metrics Myths
• Metrics Selection Tool
• Selecting High Impact Metrics
• Developing Insights from Metrics
• Metrics Implementation Guide
• Aligning Metrics with Business Goals
• Building Actionable Performance Dashboards
• Change Adoption Curve
• Communication Plan
• Dashboard of Scorecards
• Developing Insights from Metrics
• Establishing a Measurement Program
• Metrics Tips
• Organizational Wide HR Metrics

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