Presentation by: Basanta Raj Sigdel

 Supervision: Roles and Skills
 Performance monitoring and feedback
 5 Rules
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Trainer Coach
Planner Controller
Supervisory
Roles and
Responsibilities
Scheduler Leader
Motivator Recruiter

Essential Skills for Successful Supervisors
Communication Skills Political Skills
Entrepreneurial Thinking and Creativity Skills
Decision-Making Skills
Technical Skills
Essential
Supervisory
Skills
Delegation Skills
Computer/Technology
Skills
Emotional Intelligence and
Self-awareness
Team-Building and
Leadership Skills
Administrative Skills
Time Management Skills

People Performance
Structure Technology


Enable employees to know exactly where they stand and what they need to focus on to improve their own performance and to grow within the organization.

Designed to establish a system for:


 aligning performance goals with organization’s strategic goals; setting performance & career development goals & objectives; monitoring employee progress, providing constructive feedback, & evaluating performance.

Supervisor • Monitors employee performance during performance year
& communicates with employee on a regular basis about performance
• Conducts at least one interim discussion and documents discussion
• Addresses instances of poor performance in a timely manner
• Assists employees whose performance has been identified as needing improvement
Employee • Manages own performance to achieve goals & communicates with supervisor circumstances that may affect goal achievement
• Seeks performance feedback from supervisor and internal/external customers
• Addresses aspects of performance identified as needing improvement

Encourage open and ongoing communication and collaboration between supervisors and employees
Employees are more likely to consider the system as being fair if they have involvement and understand the process.
Employees are more likely to demonstrate genuine commitment to goals and performance.

Both Employee and Supervisor are encouraged to maintain documentation in support of performance evaluation.
Supervisor

Supervisor’s File
A confidential file for each employee containing any notes, Memos, work samples, interim evaluation, previous employee evaluations, disciplinary actions, etc.
Employee

“Me” File
A confidential file containing any notes, Memos, work samples, etc.

Phase I
July - August
Goal Setting
Performance,
Monitoring,
Feedback
Mid-year Review
Annual Review
Phase II
Sept - March
Phase III
April - June


Feedback must be:

Current

Behavior driven

On the spot

In reality
Effort
Change Feedback

Rule No. 1: Get Involved

Know your people
 Get out from behind your desk
 Don’t be over-involved
 Show Interest

Sense of mission
 Have a plan
 Share your vision
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Rule No. 2: Open Channels of
Communication

Encourage discussion

Resolve conflict

Listen

Remain in control
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Rule No.3: Give your people a chance to develop

Match the people to the work
 Be aware of requirements and limitations
 Education and training

Professional Courses, Temporary Duty Assignment,
Additional Duties

Be Flexible
 Welcome Change
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Rule No.4: Establish Standards and Stick to them

Service standards

Personal standards

Enforce them

Excellence begins with you
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Rule No.5: Provide Feedback

Constructive criticism

Praise in public and discipline in private

Don’t be afraid to approach them

Ask for their views/opinions
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