performance monitoring and supervision

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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

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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

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Thank you

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