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

Thank you