Being A People Person


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Personnel Management workshop for OSCAR programmes

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Being A People Person

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