WELCOME BACK! Supervisor Essentials
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Transcript of WELCOME BACK! Supervisor Essentials
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PERFORMANCEMANAGEMENT
PRE-TEST
WELCOME BACK!WELCOME BACK! Supervisor Essentials
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Session ObjectivesParticipants will discuss:
the three phases of the performance management cycle;
the tools and effective methods for providing performance feedback;
the value of on-going communication about performance.
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WHAT DO YOU WANT TO TALK ABOUT?
Participant Objectives:
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WHAT’S THE POINT?
Performance Management:
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Three Participants
Supervisor
Reviewer
Employee
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Three Phases
Phase I – Planning
Phase II – Monitoring
Phase III – Evaluation
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Phase I – Planning
Timeframe:
Immediately following annual evaluations
Certify PD’s by December 1.
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Phase I – Planning
Supervisor Responsibilities:
Seek employee input Update Set development plan Obtain reviewer approval Meet with employee
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Phase I – Planning
Reviewer Responsibilities:
Review and approve PD
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Phase II Monitoring
Timeframe
On-going year-round
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Phase II Monitoring
Supervisor Responsibilities
Observe performance and document Provide regular on-going feedback Document exceptional or below
contributor performance in particular Document PD changes Provide interim performance reviews
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Phase II Monitoring
Reviewer Responsibilities
Review and approve any changes to PD Monitor employee performance Review and approve any extraordinary
or below contributor performance forms
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Phase III –Evaluation
Timeframe
Begins late August Concludes October 25.
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Phase III –Evaluation
Supervisor Responsibilities Solicit self-evaluation Enter rating and comment for all Forward to reviewer for approval Meet with employee Submit by deadline
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Phase III –Evaluation
Reviewer Responsibilities Review (fair, appropriate comments, consistency
within division) Direct revisions if needed Return timely to supervisor Respond to appeals
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Ratings
Contributor - This rating recognizes work that is at or above the performance standards by meeting and achieving the criteria of the job function throughout the performance cycle. Employees at this level are achieving the core responsibilities and performance measures as outlined by the manager.
Extraordinary Contributor - This rating recognizes work that is characterized by exemplary accomplishments throughout the performance cycle and performance that considerably and consistently surpasses the criteria of the job function.
Below Contributor - This rating recognizes job performance that fails to meet the criteria of the job function.
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Extraordinary Contributor
What does “extraordinary”
look like?
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SMART Goals
Specific – Measurable – Attainable – Relevant – Time-Framed
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During the performance cycle when do we:
Involve the employee?Communicate verbally?Communicate in writing?Provide performance feedback?Keep documentation?
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Performance Management
CCC
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WHY COLLABORATE?
Builds trust and effective communication Helps employees take “ownership” of
work, problems, successes Eliminates surprises It’s practical! Employee and supervisor
need to know and agree on expectations, needed results, barriers, training needs, stress factors, etc.
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LET’S DISCUSS:
WHAT’S THE DIFFERENCE?
PERFORMANCE
BEHAVIOR
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Resolving Differences
CollaborativelyTime-out
Active listeningFocus
Once resolved, forget it and move
on
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Tools
Daily conversationsWeekly check-inRegular meetings (individual & team)
Training opportunitiesRecognition programsCustomer feedbackEmail – summarizing, recapping, complimenting!
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Tools
Position DescriptionWork auditsInspectionsVerbal feedbackSupervisory notesInterim EvaluationsAnnual Evaluations
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Tools
Probationary Progress Review Counseling MemoNotice of Substandard Performance-Improvement Needed
Acknowledgement of Extraordinary Contribution
Written Notice (formal discipline)
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Application
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Session Wrap UpPost-Test
Feedback Forms
Thanks for your participation!