Manage People Performance RAF1 Monitoring performance Manage People Performance

Manage People Performance RAF2 Skills involved in Monitoring, assisting and controlling Problem solving Observing Coaching Counselling Instructing Verbal communication Controlling Training Giving feedback

Manage People Performance RAF3 What are the potential problems in performance which monitoring helps to overcome? Strategic directions may modify due to change or in response to anticipated change eg budget cut Continuous improvement strategies The learning organization Monitoring is part of a L and D program- mentoring and coaching Proactive approach

Manage People Performance RAF4 Why monitor performance?

Manage People Performance RAF5 Who does it? Manager Self

Manage People Performance RAF6 Self monitoring Guide and coach staff to do so Provide 2 way communication if there are problems Encourage staff to take corrective action themselves

Manage People Performance RAF7 What to monitor? Progress of individual and teams towards the performance standards How staff are using their inputs (knowledge, skills and experiences ) and if any are missing What processes are being used by staff in their progress towards their PS Outputs/ results that the staff are producing How outputs are contributing to CSFs, KPIs etc Where the gaps may be

Manage People Performance RAF8 Evidence to collect

Manage People Performance RAF9

10 What are the staff needs in respect to monitoring? Feedback Role clarity Direction Job involvement Development

Manage People Performance RAF11 What is collectable evidence? Evidence may take the form of Samples of written work Information o how specific incidents/ situations were handled Work samples that show progresses towards performance standards

Manage People Performance RAF12 New skills and knowledge acquired and used for the job Training courses attended Samples of project work Verifiable comments from peers or subordinates Specific performance indicators Budgets, productivity figures etc

Manage People Performance RAF13 Coaching We work in an ongoing learning environment. Coaching is: An on the job training technique Individualised. It should be given at the right time, place and as needed. Coaching enables the worker to develop their job performance and secures a long term continuous performance improvement.

Manage People Performance RAF14 How does the coach do this? Provides: Hints Feedback Reminders Practice Problem solving Demonstrations

Manage People Performance RAF15 The coach needs to develop trust, build a relationship, build confidence and cooperation in the worker. The result should be increased confidence and increased performance

Manage People Performance RAF16 Take care before intervention Beware of : Making rash judgements eg is evidence collected fair/inaccurate/ irrelevant Bias and discrimination