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The Best Performance Discussion Guidance I Ever Borrowed

Time Management

ASI
FAA
Fri Jan 18, 2008 8:01 AM

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Time management seems to be the "out" that supervisors use when deadlines are not met.
Guess who causes the time management problem.

Management will call special meetings, conduct boring, long staff meetings and expect "special" training via the internet to be fit in our "spare time".

Up until recently our office was at least 50 % staffed.
With the new ASI's, their training (with senior inspectors) also takes up time.

Walk-ins and telephone calls (Customer Service) are also an interference to get the job done.

When brought up to the Supervisors and suggestions asked to help "time management", the ASI's are told that it's their problem.

When I use a "To Do List", I'm lucky to get one of the items on it done, but it still is a good idea to use one, because the items eventually get done.

The best thing to do in a performance review is to listen, sign the paperwork and get back to the job.

Feedback and trust

HR Manager
USDA
Fri Jan 18, 2008 8:40 AM

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I wholeheartedly agree with the importance of performance feedback and the need to create an atmosphere of trust. That is really the key to how effective your discussions will be. While it is true that the employee has a responsibility to play an active role in any performance discussion, they won't if they feel the trust is not there. During the formal performance discussions, I always ask my employees to give me feedback on my performance as a supervisor and what I can do to better help them be successful in their job. I also encourage them to talk to me any time as well. That approach has gone a long way to build trust and help me grow as a supervisor. Sometimes you hear things you don't want to hear, but in the long run, it has made me a better supervisor.

Link

Union Officer
DON
Fri Jan 18, 2008 8:59 AM

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Is there a link to "Performance Discussion Guide-EPA"?

Performance Discussion Guide - EPA

State program director
CNCS
Fri Jan 18, 2008 9:23 AM

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where can I obtain a copy? Can I find it on the web?

Re: Performance Discussion Guide - EPA

editor
FedSmith.com
Wed Jan 30, 2008 9:50 AM
You can download the complete guide from the Steve's second article on this topic at http://www.fedsmith.com/article/1491/.

Performance Guide

Suzanne Goldberg
NIH/NHLBI
Fri Jan 18, 2008 9:37 AM

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Is there a web lin for the document "Performance Discussion Guide-EPA" ? I would like to read it.

ON THE RIGHT TRACK

Former Fed - Consultant
Former navy
Fri Jan 18, 2008 10:48 AM

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Clearly the reason that traditional performance appraisal is unsuccessful is that both parties find it painful and it's rare anybody performs better after a performance appraisal discussion. All the research I've seen says that it often plummets after a typical evaluation session.

One of the most revealing study is the one by CLC, that shows a negative correlation between discussing an employee's weaknesses with him/her and productivity. What that study found helpful is making expectations clear and discussing strengths.

My feeling is that this is because employees can't do anything about their past performance, so hearing about failures is simply frustrating. What helps is discussing "where we go from here." Employees can deal with what you want them to do next. Plus, reinforcing the stuff they're doing well provides some assurance you noticed and encourages them to continue the good stuff.

All the "evaluation" piece does is make people feel bad.

Re: ON THE RIGHT TRACK

HR Spec
NGA
Fri Jan 18, 2008 2:56 PM
"Former Fed Consultant, Former Navy" has it right... One of the best ways to turn performance around in a positive direction is to cover what the employee is doing right first, and then ask the employee to concentrate on doing one of two things better next week - and then continue on that path week after week...

Re: ON THE RIGHT TRACK

Electronics Supervisor
DOD-Army
Sat Jan 19, 2008 2:36 PM
I agree with the "Former Fed Consultant, Former Navy" insight. Talking to an employee about the things they are doing right has helped me during performance evals. One of the easiest things is to point out negative issues. Once we go down that road without enforcing the good destroys employee trust. I always try to consider my mothers words,"try to walk in someone shoes before you judge them." This has helped me to point out the good and not dwell on the bad. I'm not advocating you don't talk about improvement in job performance the subject has to be covered also. As a new supervisor, training as to how to correctly do performance evaluations is basicaly OJT where I work.

There are many factors in the civil service that make evaluations a tedious task at best, lack of training, personal paradigms, union perspectivies, etc. Saying that, we all need to know where we stand to be better employees no matter what the job is.

I thank the author for his article on this issue.

Performance Discussion Guide-EPA

Tom Brandeis
USDA Forest Service
Fri Jan 18, 2008 11:23 AM

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Do you know if this guide is posted on the web? As a new supervisor, I would like to read it.

Re: Performance Discussion Guide-EPA

editor
FedSmith.com
Wed Jan 30, 2008 9:53 AM
You can download the complete guide from the Steve's second article on this topic at http://www.fedsmith.com/article/1491/.
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