1. Moving from Expectations to Performance Standards

2. Human Capital Support Performance Team Garri Brown Director Holly Chauvin Specialist Candice Frazier Specialist Marianne Trahant Specialist

3. Learning Objectives Review workplace expectations – Critical components of clear performance expectations Identify ways to give effective performance feedback – GROW Model Review on-line tools – Special conference vs. Administrative conference

4. Jefferson Parish Public School System District Wide Objectives  Implement COMPASS for instructional staff  Implement performance management system for non-instructional staff

5. Act 54 Act 54 will require all educators to be formally evaluated annually; currently educators receive formal evaluations every three years.

6. What is Different this Year? Evaluation of direct reports – Observations – Holding employees accountable for performance Creation of Support Performance Team – Working with Unit Chiefs to develop goals that are specifically aligned unit’s work expectations

7. Non-Instructional Employees

8. The Process Goal SettingMid-Year ReviewYear End Review December March May

9. Employee Goals Team Goals Department Goals Unit Goals JPPSS Goals Delivering Students a World-Class Education Student Achievement

10. Paper Exercise

11. WORKPLACE EXPECTATIONS

12. Employee Performance Expectations Employees look to their managers to hold their employees accountable by: – Setting direction – Enforcing rules, regulations and policies – Addressing under-performing employees

13. Best Practices for Communicating With Your Employees Communication — Share your passion — Articulate your vision — Explain “why” before “how” — Invite participation — Speak in optimistic language — Commit to open and honest communication — Share stories of extraordinary service — Deliver praise — Take the time to encourage / give feedback

14. Employees Have to Know What You Expect From Them to Succeed!

15. PERFORMANCE FEEDBACK Provide Effective Feedback Using the GROW Model

16. Has This Ever Happened to You? Francis is a clerk who has worked in the school system for 25 years. She approaches you, and shares her desire to move up in position, and become the Office Manger. Joe is a recent college graduate, has just begun his professional career within the school system. While he is excelling in most areas of his job, it has come to your attention, that he needs to improve his turn-around time in responding to emails and voice mails.

17. Agree on topic for discussion Set long-term aim if appropriate Offer specific examples of feedback Avoid irrelevant history Cover full-range of options Offer suggestions carefully Ensure choices are made Commit to action Define timing Agree on support Way Forward Employee The GROW Model

18. 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?” Set Your Goal

19. 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?” Examine Current Reality

20. 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?” Explore the Options

21. 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? Establish the Way Forward

22. GROW The GROW Model Additional Resources

23. Online Tools

24. JPPSS Conference Form

26. Support Performance Training Moving Expectations to Performance Standards A brief survey will be sent via email. Information will be used to help develop future training and other resources needed to support Jefferson Parish and student achievement.

27. Garri Brown Superintendent’s Office Human Capital Unit Network 4 Holly Chauvin Finance UnitOperations UnitNetwork 1Network 2 Candice Frazier School Networks Unit Strategic Initiative Unit Advanced/Specialty Network Network 3 Marianne Trahant Student Support Unit Network 2 SIG/Turnaround Network

28. Garri BrownGarri.Brown@jppss.k12.la.us349-7907 Holly ChauvinHolly.Chauvin@jppss.k12.la.us349-7844 Candice FrazierCandice.Frazier@jppss.k12.la.us349-7893 Marianne TrahantMarianne.Trahant@jppss.k12.la.us365-5302 Your Support Performance Team

29. Employee Goals Team Goals Department Goals Unit Goals JPPSS Goals Delivering Students a World-Class Education Student Achievement