EDAD 203 Personnel Management in Educational Institutions and

Improvement of Instruction

Group 1
Topic: RPMS PHASE II- PERFORMANCE MONITORING AND
COACHINGPHASE II
Performance Monitoring and Coaching
HASE II
Performance Monitoring and Coaching

Discussants:
Jenielyn Rubio

Riza Mae Desolong

Gladys Jane Arabejo

Macy Ganub

Eglyn Puriri

Methuselah Danggod
 WHY MONITOR PERFORMANCE?
To gather data to compare actual performance vs. planned performance

COMMON TRACKING SOURCES

Reports
Surveys
Informal Interview
Evaluations
Quality Specifications
Time Logs

Complaint Logs
Manager Observation
Audit Results
Certificates of Completion
Journals
Feedback from Others --- VALIDATE!

ASSUME
“AKALA KO”
WHY ARE DATA IMPORTANT?
To have a fact-based, more objective basis for rating performance

Process Observation and Analysis

PROCESS OBSERVATION AND ANALYSIS (POA)

Shows where the group is in terms of GROUP DEVELOPMENT

• Provides valuable information about group member’s strengths and areas for improvement
WHY OBSERVE AND ANALYZE PROCESS?

• When something is happening but the group is not making progress, look at the process.
Oftentimes, it is the major cause of the group’s ineffectiveness.

• Most of the time, people are only focused on what others are saying (CONTENT)

• And very little attention is given to how they say it (PROCESS)

CRITICAL INCIDENTS
PERFORMANCE MONITORING AND
COACHING FORM
WHAT IS FEEDBACK?
It is any information seen and observed by others about a person.
It could be anything like behaviors, action, words, performance indicators, etc.
Behaviors shown by actions and words.

TYPES OF FEEDBACK
POSITIVE
- when the ratee is doing an excellent performance (vs. Targets) or has shown exemplary
or relevant behaviour that contributed much or had positive impact in the unit or Department’s
performance.
TYPES OF FEEDBACK
NEGATIVE
- Can be an observed behaviour, actions, words, data information that created problem/s in the
individual, unit or the whole agency.

Feedback for Improvement

TYPES OF FEEDBACK
FEEDBACK FOR IMPROVEMENT
- are words of counsel or form of coaching an individual or unit with the intent to help improve
the observed performance.
WHY GIVE FEEDBACK?
Reinforces effective performance
Redirects unsatisfactory and unaligned performance
Provides guidelines for maximized performance
Builds enthusiasm and motivation to do more
Enables employees to learn from successes and mistakes
HOW AND WHEN FEEDBACK IS GIVEN?
Must be Specific, Timely and Balanced

Specific – STAR
Timely – Immediately for good performance and when changes are needed for unsatisfactory
and unaligned performance
Balanced – Employees know what they are doing well and what they can improve on

STAR APPROACH
STAR APPROACH
ABCs OF FEEDBACK

Accurate – verifiable; can be proven true, based on objective facts like records, reports,
significant incidents, direct observations
Behavior-based – describes what someone does, describes a specific action, not a personality
trait.
ABCs OF FEEDBACK

Concise – both positive and negative incidents recorded not just unsatisfactory performance
Consistent – repeatable, seen more than once and over a period of time.
TIPS ON GETTING FEEDBACK FROM UNCOMMUNICATIVE PEOPLE
Rehearse how you will respond if there is no reaction.
Practice speaking slowly and taking long pauses.
Make it clear that you expect a reply and are willing to wait for one.
Ask open-ended questions that will help the person come up with a plan/response.

TIPS ON RECEIVING FEEDBACK

Give the other person an undivided attention.
Separate facts from opinions. But opinions should not be discounted.
Ask for specifics for clarity of received feedback.
Thank the person for the Feedback, whether it is positive or negative.