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Blog By:  Jeanne Hines, SPHR

NEWS FLASH!

Last week, the long-awaited decision from the Supreme Court regarding the Patient Protection and Affordable Care Act (PPACA) was announced.  The vote was a close 5-4.  The decision didn’t change the direction of the law.  There are still some opinions that the law will be overturned if President Obama is not re-elected.  Pundits that we follow have indicated that while Mr. Romney has indicated that he will overturn PPACA, it would be nearly impossible to wholly overturn it unless both the House and Senate also have Republican control.

While the politicians debate, those of us in the industry and our clients will need to continue down the path to compliance.  For the latest information, please see the page on our website dedicated to Health Care Reform.  We’ll continue to post timely announcements. 

We’ll be hosting a webinar after the elections, on November 14, to present employer requirements under PPACA.   We’ll give you up to date information about the status of the law and provide information about actions you will need to take to comply.  You may register here.


A company’s performance management process is intended to contribute, support, and align with the company’s overall mission and goals.  A well-designed performance management program is part of a comprehensive approach to leading and developing employees to be effective contributors to the company’s success, and to their own success too.  The performance management cycle includes periods of observation, development, evaluation, recognition and planning. 

Communication is also key to an effective performance management system.  Accurate job descriptions with stated performance guidelines serve as the basis for evaluation.   To enable employees to meet or exceed expectations, these guidelines must be communicated and understood in advance. 

Performance reviews or discussions are the portion of the performance management process that assesses each person’s contribution.  They are best held on a regular basis and with deliberate and stated intent, such as whether the assessment is being tied to a pay increase, for development purposes, or to evaluate a deficiency. 

An area of the performance management cycle that tends to be overlooked is the “praise” part of the “appraisal.”  Compliments are most effective when the behavior is described rather than just using phrases like, “Good job.”  For example, a comment that would serve as positive reinforcement could be, “I appreciate your taking the time to carefully inspect the orders to ensure the new vendor is supplying us with products superior to those we received from the previous one.” 

For more information about how you can make your performance management system more effective, join our free webinar on August 1 at noon.  The presenter will Beth Ede, SPHR.  Beth is our Human Resources Services Advisor and has over 20 years’ experience in human resources.  
Register here.

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