DATE: June 18, 2014 VENUE: REG’L. SCIENCE HIGH SCHOOL gym, SBFZ

Phase 2:

Performance monitoring And coaching

DATE: June 25, 2014 VENUE: tapinac elementary school

KRAs

Objectives

Performance Indicators

Individual Performance Commitment &Review Form

(Ratee and rater)

1 732 4 5 61

Identifying:• KRAs• Objectives• Competencies• Per. Indicators

Agreeing on listed: (Ratee & Rater)• KRAs• Objectives• Competencies• Per. Indicators

Signing of Individual Performance Commitment and Review Form (IPCRF)

Performance Monitoring thru:• Self-tracking• Coaching• Use of

journals

Feed backing

Performance Review & Evaluation

Performance Rewards and Dev’t. Planning

PHASE I PHASE II

PHASE III

PHASE iv

SEVEN (7) KEY STEPS TO DESIGNING, BUILDING AND SUSTAINING A RESULTS-BASED PERFORMANCE MANAGEMENT SYSTEM (rpms)

EMPLOYEE

start

PERFORMANCE MONITORING

AND COACHING

Phase 2

is a continuous process of CHECKING WHETHER OR NOT EMPLOYEES ARE ON TRACK TO MEET THEIR GOALS AND GIVING THEM FEEDBACK ON THEIR PROGRESS.

A METHOD OF DIRECTING, INSTRUCTING AND TRAINING A PERSON OR GROUP OF PEOPLE WITH THE AIM TO ACHIEVE SOME GOALS OR DEVELOP SPECIFIC SKILLS.

PERFORMANCE MONITORING

(1)COACHING (2) FEED BACKING

(3)INFORMATION ABOUT REACTIONS TO A PRODUCT, A PERSON’S PERFORMANCE ON A TASK, ETC.,USED AS BASIS FOR IMPROVEMENT.

Performance Tracking

Giving Feedback

Coaching

“If you want it, measure it.If you can’t measure it, forget it.”

“If you do not measure, you cannot tell success from failure.”

“If you cannot see success, you cannot Reward it.”

“if you cannot reward success, you are probably rewarding failure.”

Adapted from Osborne & Gaebler, 1992

“if you cannot see success, you cannot Learn from it.”

“if you cannot recognize failure, You Cannot correct it.”

“if you can demonstrate results, You Can win public support.”

Adapted from Osborne & Gaebler, 1992

rpmsWhy is it

important?

Key input to performance measures

Provides objective basis of the rating

Clearly defines opps. For improvement

Facilitates feedback

provides evidence

FEEDBACK FROM OTHERS

TRACKING COMPETENCIES – using Star

SELF-REPORTING

TEAM MEMBERS CO-WORKERS LEADER

Monitor and track own performance

STAR APPROACH

S T A R

SITUATION

TASK ACTION RESULT

Situationset the

context for your story

Taskwhat was

required of you

actionwhat you actually

did.

Resultshow well

the situation

played out

A customer rang up complaining that they'd waited more than two weeks for a reply from our sales team regarding a product query."

"I needed to address the client's immediate query and find out what went wrong in the normal process."

"I apologized, got the details and passed them to our head salesperson, who contacted the client within the hour. I investigated why the query hadn't been answered. I discovered that it was a combination of a wrong mobile number and a generic email address that wasn't being checked. I let the client know and we offered a goodwill discount on her next order."

"The client not only continued to order from us but posted a positive customer service tweet."

TO BE EFFECTIVE IN THIS PHASE

TRACK YOUR

PERFORMANCE

AGAINST YOUR PLAN

SEND AND ACT

ON FEEDBACK FROM OTHERS

GET COACHIN

G AND SUPPORT

WHEN YOU

NEED IT

USE JOURNAL

S

manage the

system as a process, not a one-time event

It’s not a year-end

paper exercise

Coaching (For the ratee)

During performance phase, always seek the coaching of your leader especially when you realize that you need improvements in your

results.

Feedback (For the ratee)

Know where and how to get helpful feedback for important

aspects of your job.

Coaching/feedback (FOR THE RATER)

DURING PERFORMANCE PHASE:

PROVIDE COACHING TO YOUR SUBORDINATES TO IMPROVE WORK PERFORMANCE AND BEHAVIOR

PROVIDE FEEDBACK ON THE PROGRESS OF WORK PERFORMANCE AND BEHAVIORAL CHANGE

Critical incidentsActual events where good or unacceptable performance was observedProvides a record of demonstrated behavior/ performance

Effective substitute in the absence of measureable data, observed evidence of desired characteristic or trait

Performance monitoring and coaching form

date Ci description

output Impact on job/

action plan

Signature(rater/ratee)

Thank you.