Moving From Expectations
to
Performance Standards
Human Capital
Support Performance Team
Garri
Brown
Director
Holly
Chauvin
Specialist
Candice
Frazier
Specialist
Marianne
Trahant
Specialist
Learning Objectives
• Support Employee Evaluations
– Process Overview
• Coaching to higher performance
– GROW Model
• On-line tools
– Conference forms
What is Different this Year?
• Evaluation of direct reports
– Observations
– Holding employees accountable for performance
– New Performance Management System for
Support Employees
Non-Instructional Employees
Non-Instructional Employees DO
Impact Student Achievement
The Process
Goal Setting
December
Evaluation Training
March
for
Principals
Mid-Year Review
th
November 27 , 2012
Year End Review
May
Delivering Students a World-Class Education
Student
Achievement
School
Goals
Employee
Goals
JPPSS
Goals
Coaching to Higher Performance
Provide Effective Feedback Using the
GROW Model
Has This Ever Happened to You?
Joe has been the Assistant Custodian at
your school for seven years. He has come
to you, expressing his interest in becoming
the Custodian, when the current one retires
at the end of the school year.
Even though he has never been formally
evaluated, you have been satisfied with his
work thus far.
•Commit to action
•Define timing
•Agree on support
•Cover full-range of options
•Offer suggestions carefully
•Ensure choices are made
The
GROW
Model
Employee
•Offer specific
examples of feedback
•Avoid irrelevant
history
•Agree on topic for
discussion
•Set long-term aim
if appropriate
Set Your Goal
• Establish the Goal:
– Define and agree on the goal or outcome to be
achieved
– Guide your employee to ensure the goal is specific,
measureable, and realistic
“Who, what, when, and how often?”
“What is the effect or result of that?”
Examine Current Reality
• Ask your employee to describe their current
reality:
– As employee begins to tell current circumstances,
the solutions may emerge
“How will you know that you achieved that goal?”
“How will you know the problem is solved?”
Explore the Options
• Generate as many good options as possible
– Offer your own solutions, but let your employee
generate as many of his/her own ideas FIRST!
“What could be your first step?”
“What if this or that barrier were removed?”
“What are the benefits or drawbacks of each option?”
Establish the Way Forward
• Time to Commit!
– Help employee to commit to a specific action
– Specific action commitment helps employee establish
motivation and will
“What actions are you committed to taking to
accomplish this?”
“What is the timeline for these actions?”
“How can I support you?
The GROW Model
Additional Resources
Online Tools
JPPSS Conference Form
Wrap Up
• Support Employee Evaluations
– Process Overview
• Coaching to higher performance
– GROW Model
• On-line tools
– Conference forms
Delivering Students a World-Class Education
Student
Achievement
School
Goals
Employee
Goals
JPPSS
Goals