Performance Management (PM)

We understand that the key to an effective performance management system is your manager’s ability to provide their employees with ongoing performance feedback and coaching. We provide solutions to equip managers to engage in focused performance and development conversations designed to manage employee performance year-round. At Vickers Institute, we offer performance and development solutions tailored to your business needs.

An organization’s human capital is its greatest asset and differentiates it from its competitors. It is also an organization’s greatest investment in most cases.  Our Talent Management & Development Services address the many aspects involved in getting the greatest return on your workforce investment.

Performance Management an approach used to improve organizational Performance. The goal is to assure the right individuals have the KSAs to support their jobs effectively and efficciently 

Personal Development


New KSAs that enhance one's job performance through formal and informal learning events.  Short term path to enhance performance

​​​Learning & Development​​

Employee Engagement

​​​Employee Retention​​

Effective Communication

The performance appraisal is conducted between the employee and his/her immediate supervisor, in which the supervisor evaluates the performance of the employee. The supervisor provides feedback to the employee regarding his/her performance and areas of concern. The evaluated performance level during the evaluation will be used for justifying personnel actions relative to promotion, transfer and salary adjustments through the company’s salary administration program.

The prime considerations in the performance appraisal are to enhance overall performance and develop meaningful communication between the employee and his/her supervisor.

Learning & Development

  • Strategic planning

  • Needs assessment

  • Planning

  • Instructional Design

  • Coaching

  • Retreats

  • Team building

  • Customized learning and development

Workforce Planning 


The intentional and strategic projection and planning of access to talent (either internal or external) with the skills, knowledge, and behaviors essential for the achievement of the university’s strategic objectives and/or demands.

Performance Assessments


Performance appraisal processes that enable managers to objectively rate employee performance

A goal-setting process that enables managers to develop credible goals that enhance performance

Reward programs (bonuses or incentive awards) that provide monetary awards commensurate with contributions.  Performance appraisals are part of a company’s performance management program.  Credible performance appraisal tools enable managers to accurately and objectively measure employee performance that provides managers with a means by which to document performance objectives established as part of the goal-setting process.

Talent Acquisition

We will gather information through interviews and data collection to determine current performance appraisal processes in place; thereafter, we will clarify the compensation philosophy based on a pay-for-performance concept. In order to develop a performance management program, we will develop new performance appraisal tools specific to your company, including separate evaluation forms for management and other levels of employees. Subsequently, we will develop a performance management handbook to address the essential elements to conduct a successful performance appraisal and evaluation procedures. 

  • Performance Management and Engagement

  • Engagement is the extent to which employees are committed to their organization’s goals and values, motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being. To help support and build engagement, the university focuses its efforts on:

  • Performance management and having effective performance conversations – An ongoing, continuous process of communicating and clarifying job responsibilities, priorities, performance expectations, and development planning that optimize an individual’s performance and aligns with organizational strategic goals. You can find tools to help you in any performance conversation here.

  • If you are interested in implementing SuccesFactors in your school, division or department, please contact Anne Moore

  • Career development – How the organization structures the career progress of their members, and the individual’s process for identifying job opportunities within an organization’s structure, and the sequential steps in education, skills, and experience-building needed to attain specific career goals.

  • Leadership Competencies – Those measurable behaviors, characteristics, abilities and personality traits that identify successful employees against defined roles within an organization. Professional development – Process of establishing training goals and plans that link to individual goal attainment, career planning, and possible succession planning.

  • Diversity and Inclusion - Johns Hopkins Institutions’ commitment to cultivate awareness, mutual respect and understanding in a diverse work environment.

  • Group conflict management and team building

  • Leadership coaching

  • Mission and vision development

  • Organization assessment and redesign

  • Process analysis and redesign

  • Retreat design and facilitation

  • Role definition and negotiation

  • Strategic planning and goal setting

  • Work climate assessment

Our clients are the senior leaders and managers of the university, those who design and oversee whole organizational systems. Organization Development helps clients implement and manage a wide range of change-related issues effectively and efficiently.

Through intensive processes of assessment, goal setting, and evaluation of organizational systems, we can provide leaders with the tools they need for comprehensive reflection and re-envisioning of their organizations.

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