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Moving From Expectations to Performance Standards

Moving From Expectations to Performance Standards. Human Capital Support Performance Team. Learning Objectives. Support Employee Evaluations Process Overview Coaching to higher performance GROW Model O n-line tools Conference forms. What is Different this Year?.

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Moving From Expectations to Performance Standards

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  1. Moving From Expectations to Performance Standards

  2. Human CapitalSupport Performance Team

  3. Learning Objectives • Support Employee Evaluations • Process Overview • Coaching to higher performance • GROW Model • On-line tools • Conference forms

  4. Whatis Different this Year? • Evaluation of direct reports • Observations • Holding employees accountable for performance • New Performance Management System for Support Employees

  5. Non-Instructional Employees

  6. Non-Instructional Employees DO Impact Student Achievement

  7. The Process December Evaluation Training for PrincipalsNovember 27th, 2012 March May

  8. Delivering Students a World-Class Education Student Achievement

  9. Coaching to Higher Performance Provide Effective Feedback Using the GROW Model

  10. Joe has been the Assistant Custodian at your school for seven years. He has come to you, expressing his interest in becoming the Custodian, when the current one retires at the end of the school year.Even though he has never been formally evaluated, you have been satisfied with his work thus far. Has This Ever Happened to You?

  11. Commit to action • Define timing • Agree on support Way Forward • Cover full-range of options • Offer suggestions carefully • Ensure choices are made The GROWModel Employee • Offer specific examples of feedback • Avoid irrelevant history • Agree on topic for discussion • Set long-term aim if appropriate

  12. Set Your Goal • Establish the Goal: • Define and agree on the goal or outcome to be achieved • Guide your employee to ensure the goal is specific, measureable, and realistic “Who, what, when, and how often?” “What is the effect or result of that?”

  13. Examine Current Reality • Ask your employee to describe their current reality: • As employee begins to tell current circumstances, the solutions may emerge “How will you know that you achieved that goal?” “How will you know the problem is solved?”

  14. Explore the Options • Generate as many good options as possible • Offer your own solutions, but let your employee generate as many of his/her own ideas FIRST! “What could be your first step?” “What if this or that barrier were removed?” “What are the benefits or drawbacks of each option?”

  15. Establish the Way Forward • Time to Commit! • Help employee to commit to a specific action • Specific action commitment helps employee establish motivation and will “What actions are you committed to taking to accomplish this?” “What is the timeline for these actions?” “How can I support you?

  16. The GROW Model Additional Resources

  17. Online Tools

  18. JPPSS Conference Form

  19. Wrap Up • Support Employee Evaluations • Process Overview • Coaching to higher performance • GROW Model • On-line tools • Conference forms

  20. Delivering Students a World-Class Education Student Achievement

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