A Supervisor's job performance centered guide

Question 1

If the negative pattern cannot be solved by supervisory counseling or through progressive disciplinary action, then it is assumed that employee requires:

Answer 1

Professional assessment, counseling and possible treatment.

Question 2

Who’s sphere of responsibility does the employee’s quality of work performance and on the job behavior fall?

Answer 2

The supervisors.

Question 3

What is the first thing to overcome as a supervisor?

Answer 3

The tendency within yourself to deny what is actually happening.

Question 4

What are the five steps in the plan from this guide? (5)

Answer 4

1. Recognition that a problem exists.
2. Documentation of the problem.
3. Taking Action.
4. Referral.
5. Return and follow-up.

Question 5

Step one, recognition that a problem exists: Describe problems ________, not _________. Frist use a a one on one confrontation.

Answer 5

Factually,

Judgmentally.

Question 6

Step two, Documentation of the problem: Keep _________ and ___________ records of the employee’s work performance.

Answer 6

Accurate

Up to date

Question 7

Three points of emphases:

3

Answer 7

1. The supervisor’s responsibility is to observe and document job performance deficiencies.
2. The supervisor does not attempt to diagnose alcoholism or substance abuse or any other problem, nor does he mention them in his confrontation with the employee.
3. Once the employee has been referred to PEAP, the supervisor should discontinue attempts at counseling and work with PEAP to establish outside assistance.

Question 8

Performance problems result in: (6)

Answer 8

1. increased use of sick leave.
2. Disciplinary problems,
3. Errors in judgment.
4. Accidents.
5. poor public relations.
6. a host of other problems.

Question 9

What is Supervisor’s Denial?

Answer 9

Is when the supervisor is aware of irregularities in job performance, but he joins the troubled employee in the delusion that there is really not a problem.

Question 10

Twelve patterns identifying the impaired employee:

Answer 10

1. Increased absenteeism.
2. On the job absenteeism.
3. High accident rate.
4. repeated complaints of rights, force, discourteous, poor grooming.
5. Repeated reports/complaints of brandishing weapon.
6. Repeated failure to respond to radio dispatches.
7. Sporadic work patterns.
8. Lowered job efficiency.
9. Coming to/returning to work in an obviously abnormal condition.
10. Employee relations on the job.
11. Unusual behaviors.
12. Miscellaneous symptoms.

Question 11

Confrontation: (7) guidelines.

Answer 11

1. Come prepared with a clear sense of job criteria and the facts.
2. Focus on specific job performance issues/behaviors.
3. Remain calm and firm, bring conversation back to on the job problems.
4. Avoid any diagnosis or labeling of the employee’s personal problem.
5. Emphasize and reiterate exactly what you expect in order to resolve the problem.
6. Set a definite date at which time you expect a marked improvement.
7. End the interview on a positive note.

Question 12

Responsible criticism has five characteristics: C.L.E.A.R

Answer 12

Current
Limited
Expresses
Acknowledges
Reevaluates

Question 13

When documenting a disciplinary action care should be taken to include the following: (7)

Answer 13

1. Facts.
2. Violation.
3. Previous warnings and incidents.
4. Expected improvement.
5. Review period.
6. Warning of further action.
7. Signature.

Question 14

Program Procedures: what are the three (3) phases?

Answer 14

Phase one: Observe and document patterns of job performance deficiencies; conduct first interview (in private); document interview.

Phase two: Continue to observe and document job performance;

Phase three: Continue observations; appropriate progressive discipline; document interview.