Transcript performance monitoring and supervision
Presentation by: Basanta Raj Sigdel
Overview
Supervision: Roles and Skills Performance monitoring and feedback 5 Rules 2
Supervisors Play Many Roles
Trainer Coach Planner Controller Supervisory Roles and Responsibilities Scheduler Leader Motivator Recruiter
Essential Skills for Successful Supervisors
Communication Skills Political Skills Entrepreneurial Thinking and Creativity Skills Decision-Making Skills Technical Skills Essential Supervisory Skills Delegation Skills Computer/Technology Skills Emotional Intelligence and Self-awareness Team-Building and Leadership Skills Administrative Skills Time Management Skills
Performance is the CORE
People Performance Structure Technology
Essence of Performance Management
Enable employees to know exactly where they stand and what they need to focus on to improve their own performance and to grow within the organization.
Purpose of PM Policy
Designed to establish a system for: aligning performance goals with organization’s strategic goals; setting performance & career development goals & objectives; monitoring employee progress, providing constructive feedback, & evaluating performance.
Aligning goals
Goal alignment
Stages of PM cycle
Performance monitoring
Supervisor
• • • • Monitors employee performance during performance year & communicates with employee on a regular basis about performance Conducts at least one interim discussion and documents discussion Addresses instances of poor performance in a timely manner Assists employees whose performance has been identified as needing improvement
Employee
• • • Manages own performance to achieve goals & communicates with supervisor circumstances that may affect goal achievement Seeks performance feedback from supervisor and internal/external customers Addresses aspects of performance identified as needing improvement
Exercise
Employee involvement
Encourage open and ongoing communication and collaboration between supervisors and employees Employees are more likely to consider the system as being fair if they have involvement and understand the process.
Employees are more likely to demonstrate genuine commitment to goals and performance.
Performance documentation
Both Employee and Supervisor are encouraged to maintain documentation in support of performance evaluation. Supervisor Supervisor’s File A confidential file for each employee containing any notes, Memos, work samples, interim evaluation, previous employee evaluations, disciplinary actions, etc.
Employee “Me” File A confidential file containing any notes, Memos, work samples, etc.
PM timetable
Phase I July - August Goal Setting Performance, Monitoring, Feedback Mid-year Review Annual Review Phase II Sept - March Phase III April - June
Giving performance feedback
Feedback must be: Current Behavior driven On the spot In reality Effort Change Feedback
Rule No. 1: Get Involved Know your people Get out from behind your desk Don’t be over-involved Show Interest Sense of mission Have a plan Share your vision 19
Rule No. 2: Open Channels of Communication Encourage discussion Resolve conflict Listen Remain in control 20
Rule No.3: Give your people a chance to develop Match the people to the work Be aware of requirements and limitations Education and training Professional Courses, Temporary Duty Assignment, Additional Duties Be Flexible Welcome Change 21
Rule No.4: Establish Standards and Stick to them Service standards Personal standards Enforce them Excellence begins with you 22
Rule No.5: Provide Feedback Constructive criticism Praise in public and discipline in private Don’t be afraid to approach them Ask for their views/opinions 23