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
  • Planning
  • Monitoring
  • Developing
  • Rating
  • Rewarding
Employee Performance Plans
  • Critical elements:
    • Regulations
    • 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
    • Awards
  • What about group performance?
Distinguishing Activities from Accomplishments
  • Measuring activities
  • Measuring accomplishments
  • Performance pyramid:
    • Program
    • Work unit
    • Employee
  • Activities, accomplishments and outcomes
  • Exercises on distinguishing activities and accomplishments
Using Balanced Measures
  • The business perspective
  • The customer perspective
  • The employee perspective
  • Tying into employee performance
Categories of Work
  • Customer service
  • Teamwork
  • Communication
  • Office duties
Developing Employee Performance Plans
  • Position descriptions:
    • Example position description
  • Guiding principles for performance measurement
Eight-Step Process to Develop Performance Plans
  • 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:
    • Role-results matrix
  • 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
  • Exercises
  • Example standards
  • Study tools
  • Five-, three- and two-level appraisal examples
  • Performance measurement quiz

*Topics subject to change.

Click here to find out how you can bring a Falmouth Institute seminar to your location!
© Copyright 2012 | Terms of Use | Privacy Policy