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The views and opinions expressed in this presentation are those of the authors and do notnecessarily reflect those of CASBO.

Best Practices in Employee Supervision and EvaluationLaFaye Platter and Martinrex Kedziora

CASTO MANAGEMENT FORUMOCTOBER 2018

The views and opinions expressed in this presentation are those of the authors and do notnecessarily reflect those of CASBO.

2018 CASBO Annual Conference & California School Business Expo

Overview

v Quality Assurance

v Employee Supervision

v Employee Evaluation

v Productivity and Morale

v Time Management is Self Management

v Evaluation Process


The Importance of Alignment

v Start with the end in mind. What are your expectations or your vision?

v Random Acts of Greatnessv Short term gains

v Unsustainable

v Not able to be duplicated

v Focused Acts of Greatnessv Long term gains

v Sustainable

v Duplicable


Our Supervision and Evaluation Tales…

v Business/Accounting/Marketing

v Substitute Teacher

v Teacher

v Assistant Principal

v Principal

v Director

v Assistant Superintendent

v Deputy Superintendent

v Owner, E to the Fourth Power Consulting


Dr. Kedziora

v Grass Cutting Service (4th grade)

v Waiter at Shoney’s Big Boy Restaurant (6th grade)

v Waiter at Houlihan’s Restaurant

v Waiter at the Hyatt

v Waiter at Marie Callendar’s

v College Professor

v Instructional Assistant

v Special Education Teacher

v Coordinator of Special Education

v Assistant Principal

v Principal

v Director of Professional Development

v Chief Academic Officer

v Superintendent


Purpose of Supervision and Evaluation

v Quality Assurance

v Increase Productivity

v System Alignment

v Needs Assessment

v Morale building

v Culture development


Quality Assurance

The purpose of Quality Assurance is to validate that everyone in the organization is adhering to standards and expectations.

Proper supervision and evaluation is essential to any quality assurance program because it provides information about the adequacy and appropriateness of the organization’s services.


A Simple Method of Quality Assurance

v Set Expectations (STANDARDS/VISION)

v Execute the Plan (ACTIONS)

v Evaluate Progress (FORMALLY AND INFORMALLY; ONGOING)

v Have an Exit Strategy or Continuous Improvement Cycle (NEXT STEPS TO BETTER QUALITY)


When To Set Expectations –Alignment is Key!v Job posting

v Job description

v Interview questions

v New hires

v New employee induction

v Contract language

v Website information

v Incentives

v Evaluation

v Informal supervision

v Release from employment


How To Set Expectations –Clarity is Key!

v Mindfulness about what you, as the leader expect, takes time and quiet

v Communicating the expectation/metric with clarity takes time and practice

v Checking for understanding is just the beginning of communicating the expectation

v The ability to influence others is a leader’s number one role!


Execution

v Psychology – positive feedback works better than negative feedback

v Psychology – fun and happiness lead to better productivity and creative solutions

v Psychology – a culture where mistakes are learning opportunities produces creativity and risk-taking

v Management by walking around (informal supervision) is essential

v Progress checks with small course corrections aids success

v What gets calendared gets done

v NO micromanaging – focus on outcome…not on process!


Evaluation – Alignment is Key!

v Measure the results with same metric as in the Expectations

v Determine how often each metric should be measured


Exit Strategy

v What do we stop, start, and continue based on the evidence?

v What practices, policies, and procedures have to be changed for us to move to greater quality?

v What resources and training is needed for us to move to greater quality?

v Are there employees who are not willing or capable to help us move to greater quality?

v What personal changes do I have to make as a leader for us to move to greater quality?


Increase Productivity

vA better conversation will lead to better resultsJ

v Frequent supervision with positive feedback and guidance


System Alignment

v Take the time to align your system to reduce stress on the organization and produce better results.

v Calendaring this time is essential.


Needs AssessmentCOMPLEX CHANGE

VISION +SKILLS +INCENTIVES +RESOURCES +ACTIONPLAN

=CHANGE

+SKILLS +INCENTIVES +RESOURCES +ACTIONPLAN

=CONFUSION

VISION +INCENTIVES +RESOURCES +ACTIONPLAN

=ANXIETY

VISION +SKILLS +RESOURCES +ACTIONPLAN

=GRADUALCHANGE

VISION +SKILLS +INCENTIVES +ACTIONPLAN

=FRUSTRATION

VISION +SKILLS +INCENTIVES +RESOURCES =FALSESTARTS


Morale Building

v Morale: the confidence, enthusiasm, and discipline of a person or group at a particular time.

v As a leader, ensuring that morale is high for those who are willing and capable of great things is an essential task.

v How does effective supervision and evaluation lead to increased morale for excellent employees?


Culture Development

v Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave. These shared values dictate how people communicate, dress, act, and perform their jobs.

v As a leader, ensuring that organizational culture is positive for those who are willing and capable of great things is an essential task.

v How does effective supervision and evaluation improve organizational culture?


Time Management is Self Management

v Time management is an illusion – a myth! We all have 24 hours/day.

v We can only manage what we do with the time.

v What steps will you make as a leader to ensure that you have an aligned system of supervision and evaluation?


Keep in touch…

Dr. Martinrex Kedziora Dr. LaFaye Platter

[email protected] [email protected]

THANK YOU

mailto:[email protected]

mailto:[email protected]

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