Results-Oriented Management Strategies
for Tribal Supervisors
"This class was very informative! I will apply many of the things from this class to my management!" - Tribal Manager
"This information is exactly what our organization needed to bring back and reformulate our performance appraisals." - Tribal HR Supervisor
As a supervisor or manager at a tribal organization, your main directive is to focus employee efforts on achieving organizational and group goals. Are you hitting the mark?
In this hands-on class, we'll give you a framework you can use to make sure you and your employees are delivering measurable results - meeting and exceeding your tribe's expectations. We'll show you a simple system for developing employee standards and monitoring performance. By learning a straight forward eight-step process, you'll develop employee performance plans that are aligned with and support your tribal organization's goals, leading to results your tribal employer will notice.
|T O P I C S I N C L U D E
|Five Key Components of Performance Management
Employee Performance Plans
Distinguishing Activities from Accomplishments
- Critical elements:
- How many are appropriate?
- Non-critical elements:
- When can and can't they be used?
- How do they affect the summary level?
- Additional performance elements:
- New work assignments
- Group performance
- What about group performance?
- Measuring activities
- Measuring accomplishments
- Performance pyramid:
- Work unit
- Activities, accomplishments and outcomes
- Exercises on distinguishing activities and accomplishments
|Using Balanced Measures
Categories of Work
- The business perspective
- The customer perspective
- The employee perspective
- Tying into employee performance
Developing Employee Performance Plans
- Customer service
- Office duties
Eight-Step Process to Develop Performance Plans
- Position descriptions:
- Example position description
- Guiding principles for performance measurement
- Looking at the "Big Picture"
- Determining work unit accomplishments:
- Goal cascading method
- Customer-focused method
- Work flow charting method
- Examples of different methods
- Determining individual accomplishments that support goals:
- Converting expected accomplishments into performance elements:
- Type and priority
- Identifying elements
- Determining which elements are critical
- Exercise on identifying elements
- Determining work unit and individual measures:
- Performance pyramid for identifying performance measures
- Exercise for determining general and specific measures
- Developing work unit and individual standards:
- What is a performance standard?
- What should performance standards include?
- Writing retention standards: What to avoid
- Exercise for writing standards
- Monitoring performance:
- Giving feedback: How and when
- Exercise on feedback sources
- Checking the performance plan:
- Checklist for performance plans
- Case study
- Example standards
- Study tools
- Five-, three- and two-level appraisal examples
- Performance measurement quiz
*Topics subject to change.