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Supervising for Excellence. Part Two: Building a Highly Functional Team. Day Five. Florida Department of Children and Families. Part Two: Day Five Overview. Setting Expectations Providing Feedback Recognition, Rewards and Retention. Planning: Setting Expectations.

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supervising for excellence
Supervising for Excellence

Part Two: Building a Highly Functional Team

Day Five

Florida Department of Children and Families

part two day five overview
Part Two: Day Five Overview
  • Setting Expectations
  • Providing Feedback
  • Recognition, Rewards and Retention
planning setting expectations
Planning: Setting Expectations
  • Identifyperformance expectations to channel efforts towards achieving organizational objectives.
  • Establishstandards of performance.
  • Getworkers involved in the process.
  • Establish performance plans that are flexible for changing program objectives and work requirements.
  • Prepare performance plans to be used as working documents to be discussed often.
performance planning requirements
Performance Planning Requirements
  • During the performance planning you must:
    • Review performance expectations
    • Review rating scale
    • Provide an opportunity for employee feedback
  • The plan must be:
    • Discussed orally
    • Documented
    • Signed
    • Made available to the employee
setting performance standards
Setting Performance Standards
  • Goals, duties and/or job-specific competencies:


Ask the Questions


What should be done?

When should it be done?

How should it be done?




between expectations and feedback
Between Expectations and Feedback
  • On-going process of monitoring and developing:
  • Monitoring provides an opportunity to:
    • Checkhow well employees are meeting predetermined expectations.
    • Makechanges to unrealistic or problematic expectations.
    • Identify and address unacceptable performance at any time during the appraisal period.
    • Identify and support outstanding performance at any time during the appraisal period.
documentation allows for
Documentation Allows for:
  • Objective Review
  • Consistency with Employees
  • Changes in Behavior
  • Support of Personnel Actions
effective documentation is
Effective Documentation is:
  • Accurate (documents facts)
  • Objective (does not include emotion or subjectivity)
  • Behavioral
  • Based on direct observation
qualities of effective feedback
Qualities of Effective Feedback
  • Tied to expectations
  • Specific and behavioral
  • Results oriented
  • Frequent
  • Well-timed
  • Direct
  • Helpful
conditions for feedback
Conditions for Feedback
  • Openness – free exchange of information.
  • Trustworthiness – motives are to empower and support workers.
  • Credibility – demonstration of ability, knowledge and skill.
planning for effective feedback
Planning for Effective Feedback
  • Create the best conditions.
  • Review expectations.
  • Identify the behaviors to maintain or change.
  • Identify reasons for performance.
  • Have supporting documentation.
  • Keep a contact log.
planning for effective feedback1
Planning for Effective Feedback

What to Say

Tied to Expectations, Behavioral, Results-oriented, Direct, Helpful, Clear

Whento Say IT

Well-timed, Frequent, Scheduled or Impromptu

Whereto Say It

Private or Public, Face-to-Face, Via Email or Voice Mail

extrinsic and intrinsic motivation
Extrinsic and Intrinsic Motivation



Extrinsic factors are forms of recognition that come from outside the person and appeal to their outer-directed self.

Intrinsic motivators appeal to the inner self, as they focus on things that might only be important to the person.

compensation vs recognition
Compensation vs. Recognition

Compensation is a right

Recognition is a gift

–Rosabeth Moss Kanter

effective praise should be
Effective Praise Should Be. . .
  • Spontaneous
  • Specific
  • Purposeful
  • Private or Public
  • In writing
end of day five
End of Day Five

Thank you

for participating.