Phase 2 of RPMS, Performance Monitoring and Coaching Division Roll-Out on RPMS, Phase 2.

1. DATE: June 18,2014 VENUE: REG’L. SCIENCE HIGH SCHOOL gym, SBFZ
Phase 2: Performance monitoring
And coaching
DATE: June25, 2014 VENUE: tapinac elementaryschool

2. KRAs
Objectives
Performance
Indicators

3. Individual
Performance
Commitment &
Review
Form
(Ratee and rater)

4. 1
732 4 5 61
Identifying:
• KRAs
• Objectives
• Competencies
• Per. Indicators
Agreeing on
listed: (Ratee &
Rater)
• KRAs
• Objectives
• Competencies
• Per. Indicators
Signing of
Individual
Performance
Commitment and
Review Form
(IPCRF)
Performance
Monitoring thru:
• Self-tracking
• Coaching
• Use of
journals
Feed backing
Performance
Review &
Evaluation
Performance
Rewards and
Dev’t. Planning
PHASE I PHASE II PHASE III PHASE iv
SEVEN(7) KEYSTEPSTODESIGNING,BUILDINGANDSUSTAINING A RESULTS-BASEDPERFORMANCEMANAGEMENTSYSTEM(rpms)
EMPLOYEE
s
t
a
r
t

5. PERFORMANCE MONITORING
AND COACHING
Phase 2

6. is a continuousprocess
ofCHECKING
WHETHER OR NOT
EMPLOYEESARE ON
TRACK TO MEET
THEIR GOALS AND
GIVING THEM
FEEDBACK ON THEIR
PROGRESS.
A METHOD OF
DIRECTING,
INSTRUCTING AND
TRAINING A PERSON
OR GROUP OF PEOPLE
WITH THE AIM TO
ACHIEVESOME GOALS
OR DEVELOP SPECIFIC
SKILLS.
PERFORMANCE
MONITORING (1)
COACHING (2) FEEDBACKING(3)
INFORMATION ABOUT
REACTIONS TO A
PRODUCT, A PERSON’S
PERFORMANCE ON A
TASK, ETC.,USED AS
BASIS FOR
IMPROVEMENT.

7. Performance Tracking
Giving Feedback
Coaching

8. “If you want it, measure it.
If youcan’t measure it, forget it.”

9. “If you do notmeasure,
you cannot tell success from failure.”
“If you cannot see success,
you cannotReward it.”
“if youcannot reward success,
you are probably rewarding failure.”
Adapted from Osborne & Gaebler, 1992

10. “if youcannot see success,
you cannotLearn from it.”
“if youcannot recognize failure,
You Cannotcorrect it.”
“if youcan demonstrate results,
You Canwin public support.”
Adapted from Osborne & Gaebler, 1992

11. rpms
Why is it
important?

12. Key inputto performance measures
Provides objective basis of therating
Clearly defines opps. For improvement
Facilitates feedback
provides evidence

13. FEEDBACK FROMOTHERS SELF-REPORTING
 TEAM MEMBERS
 CO-WORKERS
 LEADER
Monitor and track
own performance

14. STAR APPROACH
S T A R
SITUATION TASK ACTION RESULT

15. Situation
set the context for
your story
Task
what was
requiredof you
action
what you
actually did.
Results
howwellthe
situation played
out
A customerrang up
complaining that they'd
waited more than two weeks
for a reply from our sales
team regarding a product
query."
"I neededtoaddress the
client's immediate queryand
find out what went wrong in
the normal process."
"I apologized, got thedetails and
passed them to our head salesperson,
who contacted the client within the
hour.I investigated whythe query
hadn't been answered. I discovered
that it was a combination of a wrong
mobile numberand a generic email
address that wasn't being checked.I let
the client knowand we offered a
goodwill discount on hernext order."
"The client not only
continued to orderfrom us
but posted a positive
customer service tweet."

16. TO BE EFFECTIVE IN THIS PHASE
TRACKYOUR
PERFORMANC
E AGAINST
YOUR PLAN
SEND ANDACT
ON FEEDBACK
FROM OTHERS
GET
COACHING
AND SUPPORT
WHENYOU
NEED IT
USE JOURNALS

17. manage the
system as a
process, not a
one-time event

18. It’s not a year-end
paper exercise

19. Coaching (For the ratee)
Duringperformance phase, always seek the coaching of
your leader especially when you realize that you need
improvements in yourresults.

20. Feedback (For the ratee)
Know whereand how to get helpful feedback for
important aspects of yourjob.

21. Coaching/feedback (FOR THE RATER)
DURINGPERFORMANCE PHASE:
PROVIDE COACHING TO
YOUR SUBORDINATES TO
IMPROVE WORK
PERFORMANCE AND
BEHAVIOR
PROVIDE FEEDBACK ON THE
PROGRESS OF WORK
PERFORMANCE AND
BEHAVIORAL CHANGE

22. Critical incidents
Actual events where goodor
unacceptable performance was
observed
Provides a recordofdemonstrated
behavior/performance
Effective substitute in the absence of
measureable data, observed
evidence of desired characteristic or
trait

23. Performance monitoringand coaching form
date Ci description output Impact on job/
actionplan
Signature
(rater/ratee)

24. Thank you.