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Monitoring Performance

Monitoring Performance. Monitoring Performance. DODI Instruction 1400.25, Vol. 431. IT’S NOT ABOUT THE 365 TH DAY. Monitoring Performance. IT’S NOT ABOUT THE 365 TH DAY. Monitoring Phase Roles and Responsibilities. IT’S NOT ABOUT THE 365 TH DAY.

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Monitoring Performance

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  1. Monitoring Performance

  2. Monitoring Performance DODI Instruction 1400.25, Vol. 431 IT’S NOT ABOUT THE 365 TH DAY

  3. Monitoring Performance IT’S NOT ABOUT THE 365 TH DAY

  4. Monitoring Phase Roles and Responsibilities IT’S NOT ABOUT THE 365 TH DAY

  5. Monitoring Phase Roles and Responsibilities IT’S NOT ABOUT THE 365 TH DAY

  6. Revise the Performance Plan in the Monitoring Phase NOTE: Minimum 90 day employee monitoring period for new/changed elements per DOD 1400.25 Vol 431, 3.2.d IT’S NOT ABOUT THE 365 TH DAY

  7. Communicating Achievements • Employee input is strongly encouraged to ensure supervisors have a full range of information when evaluating employee accomplishments • Employee input should: • Identify accomplishments in a clear, concise manner • Describe how accomplishments relate to the performance elements and standards • Demonstrate how accomplishments contributed to organizational goals IT’S NOT ABOUT THE 365 TH DAY

  8. Addressing Issues: Informal Feedback • First step in addressing performance issues • Informal feedback may take several forms • State what has been observed using facts, not emotions • Describe how the performance fails to meet standards • Wait for a response (let them talk) • Ask for a solution; give suggestions if needed • Agree on a solution together • Set a follow-up date and time • Steps for effective informal feedback are: Make sure you document everything! IT’S NOT ABOUT THE 365 TH DAY

  9. Checklist: Communicating Performance Expectations • Are you sure the issue is primarily a performance problem (as opposed to misconduct)? • Have you communicated performance standards to the employee? • Are the standards clear and reasonable? • Have you asked the human resources staff to review the standards for any possible problems? • Have you given the employee specific examples of when their work did not meet the standards? IT’S NOT ABOUT THE 365 TH DAY

  10. Steps to Addressing Performance Issues IT’S NOT ABOUT THE 365 TH DAY

  11. Steps to follow for Addressing Performance Issues • *NOTE: refer to Collective Bargaining Agreements, and contact HR before taking this step IT’S NOT ABOUT THE 365 TH DAY

  12. Communication and Clarification IT’S NOT ABOUT THE 365 TH DAY

  13. Formal Feedback: 8 Tips for Effective Counseling Sessions IT’S NOT ABOUT THE 365 TH DAY

  14. Formal Feedback – Writing the PIP IT’S NOT ABOUT THE 365 TH DAY

  15. Importance of Taking Immediate Action • Failure to take immediate action with employee issues could mean: IT’S NOT ABOUT THE 365 TH DAY

  16. Preventative Actions IT’S NOT ABOUT THE 365 TH DAY

  17. Questions?

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