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Technology Specializations <ul><li>Helpdesk </li></ul><ul><li>Website </li></ul><ul><li>Email  </li></ul><ul><li>Desktop S...
<ul><li>Symphonic Thinking </li></ul>Symphonic-thinking refers to the “signature ability of composers and conductors, whos...
<ul><li>Attract qualified candidates when you are hiring. </li></ul><ul><li>Communicate internally to your organization wh...
More Descriptive Job Titles: <ul><li>Technology Administrator </li></ul><ul><li>Web Systems Analyst </li></ul><ul><li>Seni...
<ul><li>Inspect what you expect </li></ul><ul><li>Pay attention to your intention </li></ul>
Evaluating Performance  <ul><ul><ul><li>HELPDESK </li></ul></ul></ul><ul><ul><ul><li>CONTROL/REVIEW TIMETABLE </li></ul></...
Help Desk: Objectives <ul><ul><li>Provides centralization </li></ul></ul><ul><ul><li>Provide single Point of Contact for s...
Help Desk: Work-Flow <ul><li>All IT request will come into the helpdesk. </li></ul><ul><li>Helpdesk will follow-up with al...
<ul><li>Measuring and Evaluating Performance </li></ul>Accountability
CONTROLLING/COACHING APPRAISING CONTROL/REVIEW TIMETABLE Bi-annually OVERALL PERFORMANCE Monthly <ul><li>PROGRESS </li></u...
CONTROLLING/COACHING APPRAISING THE APPRAISAL INTERVIEW The best way to conduct a Performance Appraisal interview is to us...
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Job Map Presentation Final

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Job Map Presentation Final

  1. 1. Technology Specializations <ul><li>Helpdesk </li></ul><ul><li>Website </li></ul><ul><li>Email </li></ul><ul><li>Desktop Services </li></ul><ul><li>Telecommunications </li></ul><ul><li>Local Area Network </li></ul><ul><li>SIS Database Maintenance </li></ul><ul><li>Data Wiring </li></ul><ul><li>Handheld Initiative </li></ul><ul><li>Surveillance Administration </li></ul>
  2. 2. <ul><li>Symphonic Thinking </li></ul>Symphonic-thinking refers to the “signature ability of composers and conductors, whose jobs involve corralling a diverse group of notes, instruments, and performers and producing a unified and pleasing sound … recognizing patterns, crossing boundaries to uncover hidden connections, and making bold leaps of imagination.&quot; Symphonic-thinking students of computing will develop expertise in multiple, high-value areas of computing and act as innovative boundary crosses.
  3. 3. <ul><li>Attract qualified candidates when you are hiring. </li></ul><ul><li>Communicate internally to your organization what the person does. </li></ul>Two purposes of a job title:
  4. 4. More Descriptive Job Titles: <ul><li>Technology Administrator </li></ul><ul><li>Web Systems Analyst </li></ul><ul><li>Senior Systems Analyst </li></ul><ul><li>Systems Manager </li></ul><ul><li>SIS Database Specialist </li></ul><ul><li>Systems Administrator </li></ul><ul><li>Network Specialist </li></ul><ul><li>Support Technician </li></ul>
  5. 5. <ul><li>Inspect what you expect </li></ul><ul><li>Pay attention to your intention </li></ul>
  6. 6. Evaluating Performance <ul><ul><ul><li>HELPDESK </li></ul></ul></ul><ul><ul><ul><li>CONTROL/REVIEW TIMETABLE </li></ul></ul></ul>
  7. 7. Help Desk: Objectives <ul><ul><li>Provides centralization </li></ul></ul><ul><ul><li>Provide single Point of Contact for support services </li></ul></ul><ul><ul><li>Provide most cost effective use of resources </li></ul></ul><ul><ul><li>Provide the supervision </li></ul></ul><ul><ul><li>Process to manage and evaluating the quality of work throughout the delivery of technology services </li></ul></ul>
  8. 8. Help Desk: Work-Flow <ul><li>All IT request will come into the helpdesk. </li></ul><ul><li>Helpdesk will follow-up with all IT request directly. </li></ul><ul><li>All IT request will follow-up with a survey when work is complete. </li></ul><ul><li>Survey will be reviewed to ensure ongoing service satisfaction. </li></ul><ul><li>Summary Report will be available to administration. </li></ul>
  9. 9. <ul><li>Measuring and Evaluating Performance </li></ul>Accountability
  10. 10. CONTROLLING/COACHING APPRAISING CONTROL/REVIEW TIMETABLE Bi-annually OVERALL PERFORMANCE Monthly <ul><li>PROGRESS </li></ul>OBJECTIVES Bi-annually Quarterly Monthly Quarterly <ul><li>MISSION </li></ul><ul><li>ACCOUNTABILITIES </li></ul><ul><li>STANDARDS </li></ul><ul><li>AUTHORITY LIMITS </li></ul>JOB MAP STAFF YOUR TEAM MEMBERS
  11. 11. CONTROLLING/COACHING APPRAISING THE APPRAISAL INTERVIEW The best way to conduct a Performance Appraisal interview is to use the SOS + 5 approach : <ul><li>S tandards </li></ul><ul><li>O bjectives </li></ul><ul><li>S elf-appraisal </li></ul><ul><li>Achievements </li></ul><ul><li>Limitations </li></ul><ul><li>Improvement </li></ul><ul><li>Potential </li></ul><ul><li>Development </li></ul><ul><li>Reconfirm the agreed standards of performance for each accountability </li></ul><ul><li>Reconfirm the agreed objectives for the period </li></ul><ul><li>Encourage the appraisee to self-appraise </li></ul><ul><li>Discuss major accomplishments, show appreciation </li></ul><ul><li>Establish what prevented the appraisee doing even better </li></ul><ul><li>Help appraisee to find ways of improving </li></ul><ul><li>Agree on the kind of future s/he has with the organization </li></ul><ul><li>Help appraisee find ways of achieving this growth </li></ul>

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