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Being A People Person
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Being A People Person


Personnel Management workshop for OSCAR programmes

Personnel Management workshop for OSCAR programmes

Published in Technology , Education
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  • 1. Being a People Person The inside on staff!
  • 2. Recruiting Staff
    • There are three key issues when recruiting staff.
    • Identifying your needs
    • Finding possible candidates
    • Ensuring your appointment process is robust.
  • 3. Identifying Needs
    • What strengths does your organisation already have ? (DOPE)
    • What are your weaknesses?
    • What qualities are important to the position you are seeking?
    • What lessons have you learnt from other appointments?
    • Prepare a clear person specifications for position.
  • 4. Uncertainty Funding/ Programmes Limit training Options Career Path Or lack of… Hours Who wants work for 3 hours a day Money You get what you pay for Barriers to finding quality OSCAR Staff
  • 5. Finding Possible Candidates
    • Where do you find staff?
    • Advertising in the paper
    • Do they get the paper
    • Anyone can apply
    • Expensive
    • Word of mouth
    • Target groups – Polytechs, Teachers College.
    • Any Other ideas
  • 6. Appointment Process
    • Application Form
    • Shortlisting (if possible)
          • eliminating the unsuitable
          • Stick to your person specifications
          • Don’t get unhung-up on unnecessary detail (Spelling/ computer use etc)
          • Short list max. of 4
    • Interview (if possible)
          • Prepare questions – based on person specifications
          • Take notes
          • No more than 4 people
          • Be friendly - smile
  • 7. Making the Appointment
    • Always phone the successful candidate first.
    • Send them a letter – confirming appointment and setting out terms of appointment. Ask for a reply
    • Do they join the union – NZEI
    • Create an individual employment contract – Dept of Labour
  • 8. Staff Induction – what do you do?
    • Put personnel file together
            • Letter of appointment,
            • Application form ( Not CV)
            • JD (signed)
    • Induction Manual
            • Appropriate policies / procedures
            • Behaviour management plan
            • Programme plans/ templates
            • Staff details
            • Performance Management plan
            • Etc
    • Appoint a buddy
            • Answer those seemingly obvious questions
            • Provides an “friend.”
            • Regular Check-ins
  • 9. Performance Management
    • Performance management is a year round process that involves:
    • Appraisals
    • Professional development
    • Goal setting
    • Self/peer reflection
  • 10. Professional Development Appraisal Goal Setting Self/ Peer Reflection
  • 11. Goal Setting
    • Performance goals - relating to areas of improvement identified the previous year.
    • Personal goals - areas of personal interest to staff member
    • Programme Goals – goals relating to the identified needs of the programme or relating to strategic plan goals.
  • 12. Professional development
    • Not random
    • Focus on the needs of the individual and the organisation.
    • Relates to goals
    • No personal cost involved
    • Records kept
  • 13. Appraisal Observations
    • Should be formal - do it properly
    • Give yourself 45 to 60 min/ observation.
    • Have a record sheet prepared which clearly set out goals for visit.
    • Give feedback informally as soon after the observation as possible.
    • When all observations are over collate information and prepare written feedback.
  • 14. Peer / Self review
    • Parent appraisal – randomly selected parents give feedback.
    • Student appraisal – randomly selected students give feedback or carry out a student survey
    • Self review – progress on goals
    • Appraisal interview – progress is discussed, formal feedback on observations.
    • Documentation collected and signed by all parties. Fill in personnel file.
  • 15. Thank You
    • Best wishes with your programmes.