14-feb-2010 henry briggs, m.s. education, walden university

14-Feb-2010

Henry Briggs, M.S. Education, Walden University

•Workplace Performance Basics•Pre-training informational web sites

and articles – comment from workshop participants

Workplace Performance Development Plan Workshop WELCOMEMy name is Henry Briggs. I am a consultant in higher education. I assist primary

schools and post-secondary colleges and universities in various learning opportunities special education and personnel projects. Also, I hope to be a full-time, on-line instructor after completing my 6th year certificate in Educational Technology from Walden University.

I am here today as your presenter. Your university is rolling out a Workplace Performance Development Plan. During our time together we will be working on two aspects of the Performance Development process which is reviewing competencies that the university believes are closely related to most jobs. In addition, at the end of this workshop, you will have an opportunity to create additional competencies. You will be using these competencies in creating individual goals specific for you and the job tasks and projects that you perform throughout the year. These goals will be reviewed by your supervisor and you will be evaluated on your achievement of the specific goals. This is an opportunity to create goals which will assist you in becoming better and more productive employees. It is a path to become an expert in your job that you currently have. For those of you that are interested in climbing the ladder, after consultation with your supervisor, you will be able to add addition goals so as to learn the competencies of the position that you are striving for. All attendees should have already completed their pre-training for this workshop which you received.

I hope you enjoy our short time together and I look forward to goal-set for performance.

Workplace Employee Performance Development Plan

Define Competency:

Workplace Performance Development Plan Workshop

The definition of Competency is being adequately or well-qualified to physically and/or intellectually to perform a task.

Workplace Performance Development Plan WorkshopCOMPETENCY EXAMPLES:

AccountabilityCustomer ServiceTeam WorkTechnical Knowledge

Workplace Performance Development Plan WorkshopMISSION

To define who your organization is including what your department’s customers, stakeholders affect and are affected by the organization's strategies. What is it’s reason for being in business?

Workplace Performance Development Plan WorkshopVISION

To define what your organization strives to become encompassing the goals of the organization as a whole.

Workplace Performance Development Plan WorkshopGOAL

In order to create individual goals one must know the competencies of the position, the mission of the organization and department, the vision of the organization and department. The goal and objectives of the organization is also required to create goal or an end where effort is directed and that are valuable in performance development process.


GOALS can be related to a project or event. Goals can be related to job functions in your job description. Goals can be driven for performance improvement of the employee. Also, they can be made to learn a new skill or job knowledge enhancement.

1

2

34

5

Reviewee/Employee is trained on the Performance Review Process. Quiz and

Rubic completed to make sure Reviewee understands the process. Mission and Vision is reviewed. Competencies are

discussed and either given as department initiatives for individual competencies are

created. Reviewee/Employee is given the tools to create individual Performance Review

Process goals.

Informal meeting

with supervisor to review

goals.

Final Performance Development Plan written and signed off by Reviewer/Supervisor and

Reviewee/Employee

Actions completed and outcomes are

recorded.

Mid-cycle year review

with key players to

discuss how things are

going.

Annual performance review is written by

Reviewer and reviewed/commented

by Reviewee .

Annual review with key players to discuss how the

year went and discuss next year.

Performance Development Plan Flow Chart

SPECIFIC

MEASUREABLE

ATTAINABLE

REALISTIC

TIMELY

GOAL SETTING


Tutorial for File Sharing with Microsoft Windows for Performance Review workshop Required minor equipment is a computer with Windows XP, Windows 2000, Windows 98, Windows Millennium Edition (Me), or Windows NT® 4.0 support files. Your computer should be part of your workplace shared network. Pre-training: All individuals should have basic computer use knowledge in Microsoft Windows and Word. The ability to turn on a computer and navigate with a mouse and type on a keyboard with or without adaptation [including voice control] for individuals with disabilities.The web site that is most useful to create file sharing on a computer if you do not already have the ability to do so is to go to the Microsoft Download Center:http://www.microsoft.com/downloads/details.aspx?FamilyID=87c0a6db-aef8-4bef-925e-7ac9be791028&DisplayLang=en

This site will assist an employee at the company to create a shared file for document sharing with fellow employees and supervisory personnel. The purpose of the web site is to assist individuals who will be sharing a folder for the first time or someone who has forgotten how to share files can use this site as a reference to create a shared folder.

Step by step instructions to create a shared folder in Microsoft Windows is as follows: Step 1. Right click you mouse and a window will appear click on “new” on the menu options then under that click folder. Step 2. A new folder will appear which will give you an opportunity to name the new folder. Please name the folder: Performance Review Step 3. Click on the new folder named Performance Review. The three tabs in the new window are: General, Security and Customize. Click on the Security tab. Add your local users to the file. Keep in mind it is your performance review so you should limit access to your supervisor and perhaps mentor or colleague your will be asking help or comment regarding your goal setting and self-evaluation, etc. Each user you will give Permissions. In the permissions you will give “full control” to “modify” to “read” access to a variety of other options. Your supervisor must have the ability to modify the documents and add other documents thus their role should have “write” access. Perhaps your mentor should have only “read” access. Click on the related accesses then the okay button at the bottom of the window. In the advanced mode you can do other changes to the “children” users of the “parent” folder. Step 4. The employee user can now move the files with the goals and self

Workplace Performance Development Plan Workshop On the next slide you will see the goal worksheet which was emailed to all individuals who signed up for the workshop. This is the form we will be creating in class together individually and help from our colleagues in the class.

PERFORMANCE PLANNING AND REVIEW

2010 GOAL SETTING WORKSHEET FORM

Employee Name

Employee Number

Position Title

Department

Supervisor

Based on your job description, mission/vision of your department and supervisor expectations please create three individual goals for you and your current position. Thank you.

SMART Goal is Specific, Measurable, Attainable, Realistic and Timely.

Please keep in mind the competencies for your position. This will help create goals.

GOAL 1.

Goal Title

How will the goal be measured?

Is the goal attainable?

Is the goal realistic?

Is the goal timely? When will the goal be reached [due date]? Details of the goal:

GOAL 2.

Goal Title





GOAL 3.

Goal Title





Signature: Date:


Workshop Performance Evaluation: http://multimedialearning.wikispaces.com/4.+Workshop+Evaluationby Henry Briggs Workshop Evaluation

1. Looking back on Workplace Performance, what is your overall assessment of the workshop? 2. What are its strengths and weaknesses? 3. What ways might the workshop be improved? 4. Please evaluate the materials and reading used. Kindly include the pre-training readings in your assessment. 5. Please evaluate the presenter. What are the presenter's strengths and weaknesses, and in what ways might his teaching be improved? 6. Please evaluate your teaching assistant here. What are his or her strengths and weaknesses as an instructor, and in what ways might his/her teaching be improved? Please evaluate only the teaching assistant that you are most familiar with. Note: If the instructor of the workshop led your discussion section, please evaluate your discussion section in this part of the evaluation. 7. How would you summarize the course for a fellow workshop prospective participant? Would you recommend this workshop to another student employee? Why or why not? 8. Overall, how would you rate the workload of this course in comparison to other workshops you have taken? (Scale: 1=much less, 2=less, 3=same, 4=greater, 5=much greater) 9. What is your overall assessment of this workshop? (Scale: 1=poor, 2=below average, 3=good, 4=very good, 5=excellent) 10. Do you expect to use this workshop for CEU credits or was it required by your supervisor? Yes/No If no, for what purpose? 11. Kindly comment on the quiz regarding retaining the knowledge of the workshop and your ability to apply it back in your department.

Multimedia for Project-Based Teaching and Learning Workshop http://workshopfordistanceducation.ning.com/ by Henry Briggs

Workplace Performance Development Plan WorkshopCONCLUSIONHello, this is Henry Briggs. I hope you enjoyed today’s workshop

on the Workplace Performance Development Plan. During our time together we learned about the two aspects of the Performance Development Plan process which was reviewing competencies that the university believes are closely related to most jobs and you created individual goals related to your jobs. I hope you will be able to go back to your offices and meet with your supervisor regarding the next steps in the Performance Development Plan and its cycle.

At this time I would appreciate each and everyone of you to complete the course/instructor evaluation. The feedback I receive will enable me to improve my performance in this process and improve the workshops that I do in the future. I too will be able to rework my goals and improve the training offered to others.

I hope you enjoyed our short time together.Thank you.