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
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
Is there a link to "Performance Discussion Guide-EPA"?
Performance Discussion Guide - EPA
State program director CNCS Fri Jan 18, 2008 9:23 AM
where can I obtain a copy? Can I find it on the web?
Suzanne Goldberg NIH/NHLBI Fri Jan 18, 2008 9:37 AM
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
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
Do you know if this guide is posted on the web? As a new supervisor, I would like to read it.
Labor Relations Sepc us MINT Fri Jan 18, 2008 12:19 PM
Where can we get a copy?
Performance Reviews
Human Resources US Army Recruiting Battalion, Hbg Fri Jan 18, 2008 2:16 PM
More than 90% of federal supervisors have no idea how to do a performance appraisal. The actual essential job duties are not classified correctly. The Position Descriptions are vague and ambiguous unrelated to the actual job duties essential and non-essential.
Supervisors hand out awards with vague references to superior performance without showing how they exceeded the essential duties. These are accepted by civilian personnel agencies without question. Reason; Each agency is give "X" amount of award money. They know if they don't spend it, they'll get less next year. So employees have come to expect awards annually, so long as they keep their mouths shut about Federal regulatory violations. I have flyers from both the DLA Installation & Letterkenny Army Depot admitting their knowledge to these failures.
Constructive Performance Reviews
Ratee DOD Sun Jan 20, 2008 7:06 AM
After my last performance review I went back to my supervisor's office and told him that the review had not gone well from my perspective. I told him that it was obvious that I need to light a fire in a couple of areas and yet he made more excuses for me than I did. I suggested that he consider what might make these reviews more constructive. Instead of saying "what you are doing is fine" he should be saying "what you are doing is fine so far as it goes but I expect to see you accomplishing ... by your next review."
His problem is very understandable. He has so much on his own plate that it is difficult to stop and think through his expectations from his subordinates. He seems grateful for any help he can get in just getting his own assignments done. I am fortunate to have the supervisors I have. When one has good management one tends to want to do more. They need to define what they need better.
We Developed the Performance Discussion Guide
Training Officer and Organization Development Specialist U.S. Environmental Protection Agency, Office of the Administrator Tue Jan 22, 2008 9:33 AM
We are delighted to see that the AO (EPA's Office of the Administrator) Performance Discussion Guide is featured in this article.
This Guide, developed in July 2002, by the AO Performance Evaluation and Feedback Workgroup, led by Betsy Shaw and Anna Raymond, was created to promote meaningful dialogue between AO employees and supervisors about performance and career development. The Guide is now part of the Agency's guidance to managers, supervisors, and employees on providing feedback under the Performance Appraisal and Recognition System (PARS).
This Guide is just one of the products and services which has been developed as part of AO's Quality of Work Life Initiative. The Initative began in the Fall of 2000, when AO managers and employees participated in an initial assessment of AO's working conditions.
We recently updated the Guide to reflect EPA's new performance appraisal system. We can send you this revised version.
U.S.-MX Border Coordinator EPA Tue Jan 22, 2008 10:18 AM
I'd also like to see the website link for this guide. I work for EPA and I've never heard of it.
Can't wait for the next article
HR Specialist V.A. Wed Jan 23, 2008 10:20 AM
Mr. Opperman scores another hit with this article. I am looking forward to reading future installations.
I have personally handled 3 "PIP's" (performance improvement plans), and the success of an employee in rising to the expectations seems to directly correlate to the manager's preconceptions as to whether it is even possible. Kudos to the NGA and DOD writers (On the Right Track comment above) who encourage managers to begin with complimenting the successful aspects of performance. I will add that advice to my own handout for supervisors.
Performance Discussion Guide-EPA
County Program Director Child Support Wed Jan 23, 2008 1:29 PM
Please tell us how we can obtain a copy of this guide.
I did a Google search on the title presented by the author, and received no relevant link.
Hopefully someone with EPA reading the article can provide a link.
Ralph - can you reach out to EPA for this document
HR Specialist USDA Wed Jan 30, 2008 9:28 AM
Ralph - perhaps you can contact someone in EPA that will provide you with the document and you could upload the document to your website as a resource for all of us??
Thanks
Re: Ralph - can you reach out to EPA for this docu
Labor Relations Specialist Internal Revenue Service Wed Jan 30, 2008 2:12 PM
Your articles on performance have inspired me to prepare a presentation for our managers and I would like to have a copy of the Performance Evaluation Feedback Guide for them. I have been unable to print it from the link you provided because our security settings prohibit access. Is there a way to get a hard copy?
HOW?????
Accountant DFAS Tue Jul 22, 2008 11:05 AM
I created something similar to this concept for DFAS which lined up the strategic plan, the balanced scorecard, and the individual performance plans with a simple administrative system for effective management and the senior leadership said it was great! Problem is no one has implemented it or uses it, and it is REALLY simple. How do you make these ideas spread if senior leadership does not require it?
Time Management
FAA
Fri Jan 18, 2008 8:01 AM
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
USDA
Fri Jan 18, 2008 8:40 AM
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
DON
Fri Jan 18, 2008 8:59 AM
Is there a link to "Performance Discussion Guide-EPA"?
Performance Discussion Guide - EPA
CNCS
Fri Jan 18, 2008 9:23 AM
where can I obtain a copy? Can I find it on the web?
Re: Performance Discussion Guide - EPA
FedSmith.com
Wed Jan 30, 2008 9:50 AM
Performance Guide
NIH/NHLBI
Fri Jan 18, 2008 9:37 AM
Is there a web lin for the document "Performance Discussion Guide-EPA" ? I would like to read it.
ON THE RIGHT TRACK
Former navy
Fri Jan 18, 2008 10:48 AM
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
NGA
Fri Jan 18, 2008 2:56 PM
Re: ON THE RIGHT TRACK
DOD-Army
Sat Jan 19, 2008 2:36 PM
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
USDA Forest Service
Fri Jan 18, 2008 11:23 AM
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
FedSmith.com
Wed Jan 30, 2008 9:53 AM
perf mngt guide from EPA
us MINT
Fri Jan 18, 2008 12:19 PM
Where can we get a copy?
Performance Reviews
US Army Recruiting Battalion, Hbg
Fri Jan 18, 2008 2:16 PM
More than 90% of federal supervisors have no idea how to do a performance appraisal. The actual essential job duties are not classified correctly. The Position Descriptions are vague and ambiguous unrelated to the actual job duties essential and non-essential.
Supervisors hand out awards with vague references to superior performance without showing how they exceeded the essential duties. These are accepted by civilian personnel agencies without question. Reason; Each agency is give "X" amount of award money. They know if they don't spend it, they'll get less next year. So employees have come to expect awards annually, so long as they keep their mouths shut about Federal regulatory violations. I have flyers from both the DLA Installation & Letterkenny Army Depot admitting their knowledge to these failures.
Constructive Performance Reviews
DOD
Sun Jan 20, 2008 7:06 AM
After my last performance review I went back to my supervisor's office and told him that the review had not gone well from my perspective. I told him that it was obvious that I need to light a fire in a couple of areas and yet he made more excuses for me than I did. I suggested that he consider what might make these reviews more constructive. Instead of saying "what you are doing is fine" he should be saying "what you are doing is fine so far as it goes but I expect to see you accomplishing ... by your next review."
His problem is very understandable. He has so much on his own plate that it is difficult to stop and think through his expectations from his subordinates. He seems grateful for any help he can get in just getting his own assignments done. I am fortunate to have the supervisors I have. When one has good management one tends to want to do more. They need to define what they need better.
We Developed the Performance Discussion Guide
U.S. Environmental Protection Agency, Office of the Administrator
Tue Jan 22, 2008 9:33 AM
We are delighted to see that the AO (EPA's Office of the Administrator) Performance Discussion Guide is featured in this article.
This Guide, developed in July 2002, by the AO Performance Evaluation and Feedback Workgroup, led by Betsy Shaw and Anna Raymond, was created to promote meaningful dialogue between AO employees and supervisors about performance and career development. The Guide is now part of the Agency's guidance to managers, supervisors, and employees on providing feedback under the Performance Appraisal and Recognition System (PARS).
This Guide is just one of the products and services which has been developed as part of AO's Quality of Work Life Initiative. The Initative began in the Fall of 2000, when AO managers and employees participated in an initial assessment of AO's working conditions.
We recently updated the Guide to reflect EPA's new performance appraisal system. We can send you this revised version.
Brian Twillman - twillman.brian@epa.gov
Re: We Developed the Performance Discussion Guide
USDA
Wed Jan 30, 2008 9:37 AM
Thanks for stepping forward - we appreciate it!
Re: We Developed the Performance Discussion Guide
FedSmith.com
Wed Jan 30, 2008 9:49 AM
website link for the guide?
EPA
Tue Jan 22, 2008 10:18 AM
I'd also like to see the website link for this guide. I work for EPA and I've never heard of it.
Can't wait for the next article
V.A.
Wed Jan 23, 2008 10:20 AM
Mr. Opperman scores another hit with this article. I am looking forward to reading future installations.
I have personally handled 3 "PIP's" (performance improvement plans), and the success of an employee in rising to the expectations seems to directly correlate to the manager's preconceptions as to whether it is even possible. Kudos to the NGA and DOD writers (On the Right Track comment above) who encourage managers to begin with complimenting the successful aspects of performance. I will add that advice to my own handout for supervisors.
Performance Discussion Guide-EPA
Child Support
Wed Jan 23, 2008 1:29 PM
Please tell us how we can obtain a copy of this guide.
Thanks
Re: Performance Discussion Guide-EPA
FedSmith.com
Wed Jan 30, 2008 9:48 AM
No link found in Google
USDA
Wed Jan 30, 2008 9:26 AM
I did a Google search on the title presented by the author, and received no relevant link.
Hopefully someone with EPA reading the article can provide a link.
Ralph - can you reach out to EPA for this document
USDA
Wed Jan 30, 2008 9:28 AM
Ralph - perhaps you can contact someone in EPA that will provide you with the document and you could upload the document to your website as a resource for all of us??
Thanks
Re: Ralph - can you reach out to EPA for this docu
FedSmith.com
Wed Jan 30, 2008 6:20 PM
EPA Performance Evaluation Feedback Guide
Internal Revenue Service
Wed Jan 30, 2008 2:12 PM
Your articles on performance have inspired me to prepare a presentation for our managers and I would like to have a copy of the Performance Evaluation Feedback Guide for them. I have been unable to print it from the link you provided because our security settings prohibit access. Is there a way to get a hard copy?
HOW?????
DFAS
Tue Jul 22, 2008 11:05 AM
I created something similar to this concept for DFAS which lined up the strategic plan, the balanced scorecard, and the individual performance plans with a simple administrative system for effective management and the senior leadership said it was great! Problem is no one has implemented it or uses it, and it is REALLY simple. How do you make these ideas spread if senior leadership does not require it?