In DOTS LMS you have the option to use the Performance Management module.   This module has a number of features that help support performance with tight integration to learning. This integration includes the Position Management module that acts to link learning and performance for each and every person in your organisation.  The position management module must be used in order to use the DOTS performance module.  When building a position in DOTS you are creating the inputs necessary to activate and execute the automated online performance appraisal.  Position management includes the position description and the elements including environment, decision making, relationships etc.

The primary linkages between learning and performance are established when the Key Result Areas are added including ratings for the various levels of performance.  I recommend the Key Result Areas include learning objectives for the position.  You can add any type of learning objective including those that are achieved in the LMS environment as well as external formal, informal, social and conference based learning activity.  By adding these as Key Result Areas with performance indicators you are driving home the message that learning in all forms is important to the organisation and aligned with its culture and values.  I also recommend you align these Key Result Areas to your strategic objectives and definitely include the learning areas in this alignment.

Behavioural performance may also be included in the Position Description and Performance Management module.  You achieve this by adding your behavioural performance criteria in the DOTS Competencies module.  You should consider how you group these competencies [as well as all the others] to ensure greater accuracy and efficiency using the LMS.  You assign behavioural competencies to each position.  These may be universally shared or specific to business units, departments, groups or individuals.  These behavioural competencies will also be linked to a rating scale to permit the manager to provide feedback and comments to the employee.  You align the behavioural competencies to your strategy, your values and other cultural and business initiatives that may be active in the organisation.

There is no hard and fast rule that you must do performance reviews annually.  If you can convince your managers to retain a more interpersonal coaching style to performance you can set dates or time cycles in DOTS LMS to remind persons that they are due to have a meeting to review performance and progress.  It is important that you not use the technology as a ‘crutch’ to simply tick the box for performance management.  The DOTS LMS needs to be a support tool and not a replacement to effective interpersonal relationships between managers and employees.

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