agsi autumn seminar - nov 2011 palf performance accountability learning framework
TRANSCRIPT
![Page 1: AGSI Autumn Seminar - Nov 2011 PALF Performance Accountability Learning Framework](https://reader036.vdocuments.site/reader036/viewer/2022082712/56649f315503460f94c4c41c/html5/thumbnails/1.jpg)
AGSI Autumn Seminar - Nov 2011
PALFPerformance Accountability Learning
Framework
![Page 2: AGSI Autumn Seminar - Nov 2011 PALF Performance Accountability Learning Framework](https://reader036.vdocuments.site/reader036/viewer/2022082712/56649f315503460f94c4c41c/html5/thumbnails/2.jpg)
AGSI Autumn Seminar - Nov 2011
• AGM
• Competency Framework
• Based on UK Model – Integrated Competency Framework
• IT based system – currently being developed
• Role holder puts on system evidence of competency achieved and does this for all competencies in advance of formal meeting
• Supervisor checks this and verifies/rejects same
• All competencies are discussed, strengths highlighted weakness recognised and action plans put in place
• Applies to all
• Appeals process
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AGSI Autumn Seminar - Nov 2011
How it works
Local Policing Plan
Team PerformanceAnnual Team Review
(Team Leader and Manager)
I ndividual PerformanceAnnual Review of
I ndividual Performance and Development
(Role Holder and Line Manager)
I ndividual PerformanceI nterim Review of
I ndividual Performance and Development
(Role Holder and Line Manager)
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AGSI Autumn Seminar - Nov 2011
What supervisors will be expected to do
• Clarifying performance expectations
• Monitoring and assessing performance of all individuals
• Giving effective feedback
• Correcting performance shortfalls
• Developing people to their full potential
• Engage in team review
• Subjects oneself to the same process with own first line supervisor.
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AGSI Autumn Seminar - Nov 2011
ConcernsAdoption of a model from elsewhere
Over emphasis on informal training and development Coaching/Mentoring
Administrative workloadTime for process
Fiscal climate ignoredStand alone process
Lack of formal trainingDoes not address motivation
Lack of sanctions for non performanceSenior Management buy in
Compensation