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National Administrative Officers Conference. Savannah, Georgia December 4-6, 2007. WRITING AND DOCUMENTING AO PERFORMANCE. Karen Brownell Diane Strub December 4, 2007. TOPICS. Planning for Performance Performance Documentation Assessment Documentation Examples. SET GOALS.

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National Administrative Officers Conference

Savannah, Georgia

December 4-6, 2007


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WRITING AND DOCUMENTINGAO PERFORMANCE

Karen Brownell

Diane Strub

December 4, 2007


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TOPICS

  • Planning for Performance

  • Performance Documentation

  • Assessment Documentation

  • Examples


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SET GOALS

  • Premise: Drive performance by setting challenging goals.

  • What do you want to accomplish for the organization this year?

  • What do you want to contribute?

  • Tune into AFM Strategic Plan, Area Goals, Location plans or goals.


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SET GOALS

  • Plan how you can contribute – ahead

    of the curve vs reactive.

  • Consult your DAD and Supervisor.

  • DAD may set same goal(s) for all AOs.

  • DAD may set goal(s) for each AO based on experience, situation, Location.


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SET GOALS

  • Minimum Requirement – One or two goals under one of your Elements.

  • Do not produce a “laundry list” of goals.

  • Should not be repeat of expectations identified in Fully Success level.


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SET GOALS

  • Examples

    • Serve on Inter-Area / Agency Task Group.

    • Create tracking system for managing

      Location agreements.

    • Serve as mentor to new AO.


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WORK THE PLAN

  • Regular self-check – progress made toward goal accomplishment.

  • What came up unexpectedly requiring action – what adjustments to Plan were required?

  • Prepare for Mid-year Review.

    • Adjust goals/set new goals at mid-year; keep supervisor apprised.


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Performance Documentation

  • Documenting performance - something we all need to do.

  • There is not one right way to do this.

  • Whatever is meaningful to your situation will work.


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CLAIM

YOUR

ACCOMPLISHMENTS!


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ACCOMPLISHMENTS WRITE-UP

  • Role of AO as Business Leader identified in standard PD, in discussions with AD, DAD, RL.

    Performance expectations – new Performance Plan


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ACCOMPLISHMENTS WRITE-UP

PERFORMANCE PLAN

  • Advisory Services & Leadership

  • Work Planning & Customer Service

  • Financial & Resource Management

  • Delivery of Business Services

  • Special Projects

  • Supervision & EO/CR (If supervisor)


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ACCOMPLISHMENTS WRITE-UP

  • What did you do?

    • “So what?” “Who should care?”

  • What was accomplished?

  • What was your role?

  • What was the impact?

  • Write it for the reviewer.


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ACCOMPLISHMENTS WRITE-UP

  • Customer Satisfaction

  • Cost Effective

  • Time

  • Quality

  • Quantity

  • Other Impacts and Measures


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AO SELF ASSESSMENT

Role of AO as Business Leader articulated via:

  • Competencies

    • Desired KSA and attributes / behaviors

    • Personal change expectations

    • Non-possession of a competency does not equate to incompetence


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AO SELF ASSESSMENT

  • Will aid in determining when promotion within career ladder should be initiated

  • Will aid in identifying training for competency development


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AO SELF ASSESSMENT

  • Document accomplishments against Category A, B,& C leadership competencies

  • Talk to other AOs, RLs, other than Supervisor, for ideas

  • Don’t assume Supervisor & Second line know everything you’ve accomplished


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AO SELF ASSESSMENT

  • No “laundry list” of activities

  • Focus on a few key accomplishments for each competency

  • Explain accomplishment and your role

  • Explain the impact of the accomplishment


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EXAMPLES

I worked on a national team to develop (fill in the blank). I think this will help the agency.


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EXAMPLES

I worked on a national team to develop (fill in the blank). I was responsible for the (blank) part of the project. I reviewed data on past timeframes and conducted a survey of AOs and customers to identify barriers. I found that (blank) was a cause of major delay. I recommended (blank) which was accepted by the DA-AFM and implemented Agency wide.


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EXAMPLES

I conduct new employee orientation for all new employees at my location. I provide information on benefits, and make sure all the proper forms are submitted to HRD. I try to make all new employees feel welcome.


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EXAMPLES

I conduct new employee orientation. Part of this orientation involves providing agency policies Sexual Harassment Prevention. I used agency handout materials to develop a powerpoint presentation that is followed by a short quiz. Impact: New employees are made aware of agency policy and the seriousness of infractions early in their employment at my location.


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Self Assessment

  • Impact! Impact! Impact!


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