Moving from Expectations to Performance Standards

Moving from Expectations to Performance Standards

July, 2013

Learning Objectives

• Review workplace expectations– Critical components of clear performance

expectations

• Identify ways to give effective performance feedback– GROW Model

• Review on-line tools– Special conference vs. Administrative conference

Non-Instructional Employees

Employee Goals

Team Goals

Department Goals

Unit Goals

JPPSS Goals

Delivering Students a World-Class Education

Student Achievement

The Evaluation Process

Beginning of the Year: Goal Setting

Year End Review

WORKPLACE EXPECTATIONS

Employee Performance Expectations

• Employees look to their managers to hold their employees accountable by:

–Setting direction–Enforcing rules, regulations and policies–Addressing under-performing employees

Best Practices for Communicating With Your Employees

• Communication— Share your passion— Articulate your vision— Explain “why” before “how”— Invite participation— Speak in optimistic language— Commit to open and honest communication— Share stories of extraordinary service— Deliver praise— Take the time to encourage / give feedback

Employees Have to Know What You Expect From Them to Succeed!

PERFORMANCE FEEDBACKProvide Effective Feedback Using the

GROW Model

•Agree on topic for discussion•Set long-term aim if appropriate

•Offer specific examples of feedback•Avoid irrelevant history

•Cover full-range of options•Offer suggestions carefully•Ensure choices are made

•Commit to action•Define timing•Agree on support

Way Forward

Employee

TheGROWModel

• 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?”

Set Your Goal

Has This Ever Happened to You?

Francis is a clerk who has worked in the school system for 25 years. She approaches you , and shares her desire to move up in position, and become the Office Manger.

Joe is a recent college graduate, has just begun his professional career within the school system. While he is excelling in most areas of his job, it has come to your attention, that he needs to improve his turn-around time in responding to emails and voice mails.

• 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?”

Examine Current Reality

• 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?”

Explore the Options

• 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?

Establish the Way Forward

JPPSS Conference Form

Employee Goals

Team Goals

Department Goals

Unit Goals

JPPSS Goals

Delivering Students a World-Class Education

Student Achievement