THE ROLES OF OBJECTIVES/GOALS IN PERFORMANCE MANAGEMENT Elaboration of Procedures STAFF EVALUATION - ACHIEVEMENT OF GOALS Supervisory Skills Yasmina Rayeh

1. Supervisory Management FETAC MinorLevel 6
Skills demonstration – Part A Role Play AISCode:6N4329
13/10/2014 Yasmina Rayeh P a g e | 1
THE ROLES OF OBJECTIVES/GOALS IN PERFORMANCE MANAGEMENT
Elaboration of Procedures:see PhoenixCommunityServicesProcedures see AppendixI
Annual Holiday, sickleave andotherleavepoliciesare inplace because time keepingis core tothe
business.Thisis ajobthat requires specifictime keepingasthe employee’s dealsonadailybasis
withelderlypeoplewhoneedspecificcare andattention.
The positionisverydemandingandgoodstaff membersare difficulttofind. Inthe case of Sandra
whois likable andperformedherdutieswelluntil latelythisisthe case.
It will costto replace her,and to train otherstaff.Howevershe hasbeenfew time late and
explanationneedtobe giveninordertohelpandput heron track again withherdutiesatwork.
ManagementDutiesare
• Monitorand manage the day to dayoperationsof the staff
• Ensure that timesheetsare completed inaccordance withcompanypolicy.
• Responsible formanagingall staffingrequirementsandschedule: Staff rosters,holidaycover,
dealingwithdisciplinaryissues,includingrecruitment,training,grievanceanddisciplinary
procedures.
• Monitorthe staff and settheir objectives anddefine if there are otherrequirementsfortraining
needs.
• Followupandinspectstandardsof performance of eachmembertosee if anyone isactually
obstructingina way the workflow.
• Communiacate withthe staff aboutthe importance of time keepingandmake sure they
understandthe necessitytobe on time asit showsrespectforthe personswaitingforthe service to
be provided.
Showthe staff that:
- Commitmentisexpectedtoprovide godservicesandbe ontime
- Colleaguesare complainingthatSandrahas letthemdownfew timesandhasnot beentold
abouther failure tocomplytothe duty of the servicesandinregardsto hercolleagues her
lack of attendance hasrepercussiononthe business
- Customerlike hervery muchandtherefore are askingforherand that ismakingthem
worriedwhenshe isdue tocome but actuallyturnedoutnot coming.
The keyrole in managingthisteamisto listen/state / communicate /findsolutiontoarisingissues:
- Whenattendance are not keptas scheduled
- Responsibilities towardspatientsisleftaside
Therefore itisimportantthatI take responsibilityandownershipof the issues becauseImighthave
not communicate enough the importanceof regularattendance toall staff members andaddressed
issueswhichmaybe affectingstaff members.The mainreasonisthatthe recruitmentof high
qualifiedstaff inthisindustryisquite complexandcostly.Findthe rightpersonforthe positionCare
Assistance isverydifficultandthe trainingisverythough,aswell asthe duties.

2. Supervisory Management FETAC MinorLevel 6
Skills demonstration – Part A Role Play AISCode:6N4329
13/10/2014 Yasmina Rayeh P a g e | 2
STAFF EVALUATION - ACHIEVEMENT OFGOALS
It seemsthatSandra isnot followingthe proceduresinplace.If Sandrahasalreadybeenlate and
absentalthoughshe isa goodemployee,Ineedasa managerto make sure I addressmyconcernto
her.
It isnot for me to reprimandbutto be aware and letSandra knowsthatthere isa little issue
concerninghe dutyand therefore thishasanimpacton the overloadof otherworkingwithher.
Manage herattitude duringa meeting will be the bestIcan do to getsome information aboutthe
matterand identifythe issuetobe able toofferheran appropriate solution.
Otherwise asstatedinthe procedures,formal andfurtherinteractionwiththe HRmanagementwill
be neededanditis not what I am willingtodoin thiscase.I will discusswithher:
EVIEW THE JOB descriptionduty withher to see ifthere is a lack somewhere
IDENTIFICATION OF GOALS:
- Time keeping(Ineedtomake sure compliance withthe sickleave arrangementsis
respected)
- Responsibility/RespecttowardsPatients
- Responsibility/Respecttowardscolleagues
- Responsibility/RespecttowardsPhoenix CommunityServicesasthe Visionof bringing
Excellencyintakingcare of patientisin ad equation withthe respectof our values.
IDENDIFICATION OF ISSUES:
Managing healthandsafetyprerogatives andassuringthatmystaff and inthiscase Sandra’shealth
(physical ormental) isnotbe treatedinthe work environment.
I needtomake sure everythingisokandin compliance withthe health&Safetyprocedures,
regulationsand standards.
- monitoringattendance isafunctionthatisnot simple butIneedtobe directand my aimis
not to punishSandraandundermine herbefore hercolleaguesbutjustmake sure ona 1-to-
1 sessionthatIaddresshermy concernand the concern of the colleaguesandpatients
abouthe attitude towardshertime keepingissues.
I will askherthe reasonof herabsenteeism inaprivate conversationthatwill be unformal.
- Is ita lackof motivationtoattendwork – thenwhat happened?
- Is there anythingthathappenedatworkthat shouldbe aware of?
- As perthe grievance procedure,she will be able toattendwithhercolleagueora member
of the Union.
- She will needtoexplainwhatishappeningandIwill trytounderstandandprovide a
solutioninaccordance withthe goal of Phoenix CommunityServicesandherexpectations.

3. Supervisory Management FETAC MinorLevel 6
Skills demonstration – Part A Role Play AISCode:6N4329
13/10/2014 Yasmina Rayeh P a g e | 3
TIME KEEPINGANDUNAUTHORISEDABSENTEISM ISSUES
It seemsthatSandra isnot followingthe proceduresinplace.The procedure state thatforany
illness,the employeeshouldletknowthe managerof the inabilitytocome towork.
There isalso a labourCommittee inplace whichhasallow the Trade Unionsandthe Directionof
Phoenix Community Servicestocome to allow extratime off whenthe caringpersonal isworking
nightshiftand/orworkextrahours.
In accordance withthe HealthandSafetyregulation,timeinLieu,vacationorsickleave are tobe
recordedthatshowsthat the unauthorisedlevel of daystakenbySandraisoverthe average of the
overall employees‘rate.
I will showherthe attendance sheetandfollow the followingstepsduringthe meetingwithher:
- ASKQUESTIONS
- LISTEN TO ANSWER
- IS THERE ANYTHINGI CAN DO TO MAKE HER ENVIRONMENTBETTER
- DOES SHE NEED FURTHER TRAINING
- STATE THE FACTTHAT SHE NEED TO PROVIDEAN ANSWER TO HER PROBLEM FIRSTON HER
OWN andTHEN WITH MY HELP
- STATE MY INTENTION TO PUT HER BACKON TRACK BY:
 APPRAISEHER PASTPERFORMANCESANDHER ACHIEVEMNET
 INVITEHER TO WORKON THE ISSUE THAT IS DISRUPTINGHER PROFESSIONALLIFE
 GIVINGA MAP ON IMPROVEMENT TO BE DONE
 SCHEDULING A TIMELINE and MAKE SURE SHE AGREE WITH ANDCOMPLY TO IT
DEVELOPMENT OPPORTUNITIES FOR DIFFICULT EMPLOYEE
IDENTIFICATION OF TRAINING
Core competences needtobe reassessed andasI am new inthisfunction,Ineedtoknow the core
competencesandweaknessesof all mystaff tobe sure the workflow will be notinterruptedby
unwantedleaves.
Newoperationsare putinplace so itis forme,as well,tomake sure Ican provide the toolsand
expertise she needs:
- Expertise tobe developedtomake sure she ismotivatedanddevelopherself
- Askher whatgoalsshe wantsto achieve andgive herthe toolsand resourcestodevelop
towardsthat goal
IDENTIFICATION OF OTHER SERVICES
If Sandra has a Healthissue Iwill advise hertosee if she can talkwitha professional (herdoctorfirst
and themthe occupational H&Son premise)

4. Supervisory Management FETAC MinorLevel 6
Skills demonstration – Part A Role Play AISCode:6N4329
13/10/2014 Yasmina Rayeh P a g e | 4
APPENDIX I
Phoenix Community Services Procedures
Work attendance
Art1. Holidays, Bank Holiday and sick leave are in conformity withthe Health and Safety
RegulationAct (2005-2013); each employee isentitledto21 open day’s holidayleave as well as 9
Bank Holidays.Employee with particular demandscan ask for unpaid leaves or flexible hours.
Night time shiftsare subjectsto additional time in accordance with the regulationput in place by
the PhoenixCommunityServicesRegulation.
Sick Leave
In case of sick leave,the employee mustcontact and notifyon the first day by calling, ifpossible
before the starting hours,the managementin order to let know about the incapacity to attend
work.
On the third days of sickness,the employee will needtoprovide a Medical certificate stating the
day of return or eventuallythe approximate date of return.
Maternity Leave
Maternity leave issubject to other Act and employeesare asked to contact managementfor the
procedure to follow.
Unexpectedleave
Unexpectedeventorsituation mightarise in our employees’livesandthe managementwould be
opento any discussionifthis occurs in order to schedule in the best interestofboth parties a way
to avoid disruptionin our activity.
Occupational Health Capacity
Occupational Health capacity is also in place.Dr Shimblick,practitioner,can independentlyfrom
our management,receive you to discussany physical/mental healthissuesduring hisclinicsin our
premises:EveryMonday 10am -14pm in Building1.
AttendancesBreaches
The work attendance record is keptby the managementin conformity withthe law. Unauthorised
absenteeismisnot permitted.Employee withparticular demands can ask for unpaidleaves.
Therefore any breach to the work attendance or failure to comply with the legislationand
regulationin place will be consideredas disruptive for the well-beingofourCommunity and might
be subjectto disciplinaryactions ifnecessary.
Disciplinaryactions
An informal meetingwill be taking place with the employee withthe Supervisor/Mangerin order
to reassessthe importance of attending work whenexpected.
Formal meetingwithHuman ResourcesManagementwill followif attitude towards time keeping
and absenteeismprocedure are not respected.After3 written warnings duringdisciplinaryaction,
the c with differentwarnings

5. Supervisory Management FETAC MinorLevel 6
Skills demonstration – Part A Role Play AISCode:6N4329
13/10/2014 Yasmina Rayeh P a g e | 5
APPENDIX II
Sandra B. Attendances