703: Coaching for Performance Improvement

Slides:



Advertisements
Similar presentations
Unclassified Performance Management Process For Unclassified Administrative and Professional (Non-Teaching) Employees Summer 2011.
Advertisements

Develop an Information Strategy Plan
Enhancing Instructional Leadership capacity of principals to improve teacher practice Heather Hopcroft.
Briefing: NYU Education Policy Breakfast on Teacher Quality November 4, 2011 Dennis M. Walcott Chancellor NYC Department of Education.
501: The Employee Performance Review Process. The Pennsylvania Child Welfare Resource Center Learning Objectives Learning Objectives: Participant will.
Level 3 Award in Leadership and Management Workshop 5 - Presentation
Situational Leadership
The Moon, the Earth, and the Sun Unit Portfolio Presentation Chris Hain.
 Assessment in the natural environment  Recognize and reinforce multiple modes of communication.  Train communication partners.
700: Moving Through the Collaboration Continuum to Improve Permanency Outcomes Wednesday, March 20, 2013.
501: Writing Effective Performance Standards. The Pennsylvania Child Welfare Resource Center Learning Objectives Participants will be able to:  Describe.
Coaching Workshop A good coach will make the players see what they can be rather than what they are. –Ara Parseghian ®
1 Collaboration Toolbox Two Concepts Active Listening Situational Leadership.
Coaching Workshop.
RESETTING PERFORMANCE MANAGEMENT – MANAGER AS COACH Manager Briefing & Discussion Sessions Winter 2013.
Coaching for School Improvement: A Guide for Coaches and Their Supervisors An Overview and Brief Tour Karen Laba Indistar® Summit September 2, 2010.
SAM First Responder Process… Empowering others so the principal can increase instructional focus.
Tennessee Department of Education Compliance Training February 2012 Department of Exceptional Children.
1.
Fostering and adoption
Performance Management Delivering Performance Feedback.
Learning Objective III: Diverse Learners Teacher candidates and candidates for other professional school personnel roles exhibit knowledge, competence,
Copyright 2010, The World Bank Group. All Rights Reserved. Management Skills Section B 1.
Worker / Patient Safety: Steps in a Culture Change Mary Margaret Jackson Director, Performance Outcome Services Self Regional Healthcare.
Summary of Assessment Reports and Gap Analysis
Your Name Teaching Portfolio (Begin Year-End Year)
704: Conducting Business in Fiscally Challenging Times: Strategies and Tools to Get There PCYA Leadership Academy Presentation March 28, 2012.
M ULTIPLE R ESPONSE S TRATEGIES By Euranie Patin Campus Instructional Coach Martin Weiss Elementary School An Approach To Student Engagement.
Why Do State and Federal Programs Require a Needs Assessment?
533: Building a Trauma-Informed Culture in Child Welfare.
Introduction To Performance Consulting by Dr. James J. Kirk Professor of HRD Western Carolina University.
Programme Update 2014 Susan Garland PGdip, BA (Hons), RNT,RN, RM, FHEA 1.
AN INTRODUCTION Managing Change in Healthcare IT Implementations Sherrilynne Fuller, Center for Public Health Informatics School of Public Health, University.
The Professional Development Plan for License Renewal in Wisconsin Goal Writing Workshop.
Module 8: Monitoring and Evaluation Gap Analysis and Intervention Plans.
Chapter 7 Learning Objectives 1.Discuss how to link training programs to organizational needs. 2.Explain how to assess the need for training. 3.Explain.
360 Feedback A Tool For Improving Individual And Organizational Effectiveness.
SAGE Coffee October 7, 2014 UNDERSTANDING THE ARD PROCESS FOR PARENTS AND CAREGIVERS.
EDUC 3004 Group A Team Members Jennifer Bateman Ralph Herrera III Reupena Lesa Lucas Paxton.
313: Managing the Impact of Traumatic Stress on the Child Welfare Professional.
Impact of Instructional Strategies
Level 1 Support Coach Unit 1 Evaluation of Coaching Activities © ASA 2006.
Joint Warfare Analysis Center 360 Degree Feedback Process Rater Orientation.
521: Supporting Caseworkers in Using Critical Thinking Skills.
The value of professional development for technical staff Frances Grebenc HR/OD Partner (Learning and Development) University of Edinburgh.
Critical Thinking: Strategies for Understanding Older Youth in Care.
1 IT/Cybersecurity - ICRDCE Conference Day Using Blooms to Write Student Learning Outcomes (SLO’s)
OCLC Online Computer Library Center 1 Introduction.
Update Title in Slide MasterThe Pennsylvania Child Welfare Resource Center 305: Engaging Incarcerated Parents.
Orientation Classroom Teaching and Learning Theory Course Introduction and Overview.
sports coach UK Workshop Analysing Your Coaching
Primary Prevention Institute
Assessment in student life
Impact-Oriented Project Planning
Situational Leadership
As you enter… Please find the quotes posted around the room
go/learning workshop May 2012
703: Leading Orientation Efforts
209: Visitation: The Heart of Permanency Planning
End of Year Performance Review Meetings and objective setting for 2018/19 This briefing pack is designed to be used by line managers to brief their teams.
700: Managing the Impact of Stress and Traumatic Stress on the Child Welfare Leader The Pennsylvania Child Welfare Training Program.
Human Resources Management: Module 2
16 Talent Management.
Florida’s Child Welfare Practice Model
The Role of the Consulting Supervisor
Analysing Your Coaching
Schoolwide Programs.
PBC Mary dowling.
Orientation Classroom Teaching and Learning Theory Course Introduction and Overview.
The Role of The Consulting Supervisor
Presentation transcript:

703: Coaching for Performance Improvement

Agenda Introduction The Performance Management Cycle Setting Performance Standards, Assessing Performance, and Planning to Coach to Address Performance Deficits Supporting and Enhancing Staff's Commitment, Confidence, and Competence Conclusion and Evaluation 703: Coaching for Performance Improvement

Participants will be able to: Learning Objectives Participants will be able to: Identify the steps in the performance management cycle Recognize methods to assess, support, and enhance staff's commitment, confidence, and competence 703: Coaching for Performance Improvement

Pennsylvania Child Welfare Competencies 703: Coaching for Performance Improvement

Section II: The Performance Management Cycle 703: Coaching for Performance Improvement

Activity Instructions: The Performance Management Cycle Review pages PG, p. 5. Place a star next to the step in the cycle which you are most confident to perform. Circle the step in the cycle in which you are the least confident to perform. 703: Coaching for Performance Improvement

Section III: Setting Performance Standards, Assessing Performance, and Planning to Coach to Address Performance Deficits 703: Coaching for Performance Improvement

Activity Instructions: Identifying Performance Standards, pp. 10-12 Think of a challenging behavior for one of one of your employees. Review the competencies and behavioral indicators for your identified employee’s role. Caseworkers: pp. 36-40 and Supervisors/Managers on pp. 41-50 in Appendix (Pennsylvania Child Welfare Competencies). Identify the competency and behavioral indicator related to that challenging behavior. (Raise your hand if your challenging employee’s behavior is not encapsulated within one of the competencies.) Circle a competency related to a challenging behavior for one of one of your employees on PG, page 10. Define the desired behavior by recording it in 2a. on PG, p. 11. Identify any specific knowledge, skills, and abilities related to this behavior which you believe your employee lacks relating to this behavior. 703: Coaching for Performance Improvement

Activity Instructions: Assessing for Performance: PG, p. 14 Follow the instructions and answer the questions. 703: Coaching for Performance Improvement

Activity Instructions: Planning for Performance Improvement: PG, p. 15 Follow the instructions and answer the questions.  703: Coaching for Performance Improvement

Section IV: Supporting and Enhancing Staff’s Commitment, Confidence, and Competence 703: Coaching for Performance Improvement

Activity Instructions: Implementing Coaching Strategies: PG, pp. 25-27 Review your situation. With your group, respond to the issues and questions listed on the bottom of the page. 703: Coaching for Performance Improvement

Activity Instructions: Coaching My Staff with Challenging Behavior: PG, p. 28 Explain your staff’s challenging behavior and your assessment. Answer the questions below in consultation with your partner. Ask for feedback. 703: Coaching for Performance Improvement

Activity Instructions: Providing Feedback: PG, p. 31 Identify three things you can commit to enhancing in the area of feedback to support your staff’s performance. 703: Coaching for Performance Improvement

Performance Evaluation 703: Coaching for Performance Improvement

Activity Instructions: Performance Evaluation: PG, p. 32 Answer the following questions: Do your performance evaluations address all three types of questions? If not, which type of question are your evaluations lacking? Are you gathering enough data and providing sufficient feedback throughout the year on your staff to be able to sufficiently evaluate them at the annual performance evaluation? If not, what can you do differently within the performance management cycle to allow for this level of evaluation? 703: Coaching for Performance Improvement

Section V: Summary and Evaluation 703: Coaching for Performance Improvement

Participants will be able to: Learning Objectives Participants will be able to: Identify the steps in the performance management cycle Recognize methods to assess, support, and enhance staff's commitment, confidence and competence 703: Coaching for Performance Improvement

Evaluation Instructions Go to www.pacwrc.pitt.edu/forms   Select “Participant Feedback Form” Enter workshop ID Enter participant ID (e-learn username) 703: Coaching for Performance Improvement