Planned

Job
Observation
I am going to test your memory
What was your spouse wearing when
you left for work today?
Whose face appears on the Ten
Peso coin?
What is your Tax Identification
Number?
Ano ang pangalan ng Espanolang
artista sa panghapon na TV drama,
noong panahon ni FVR?
What was the first thing I said to you?
I am going to test your memory
The basic keys to a
Planned Job Observation are:
 Seeing
 Observing
Seeing
To look, to view
Observation
The power of of noticing something;
noting / recording of facts & events.
 PARIS
IN THE
THE SPRING
Types of observations
1. Informal Observation
Informal casual
Informal intentional
2. Planned Job Observation
Planned Job Observation
 Thisis a proper technique which
enables the supervisor to know
whether or not a worker is
performing all aspects of a specific
job with maximum efficiency
Benefits of a PJO
 Tells supervisor his people know
about the job
 Feedback on effectiveness of training
& adequacy of existing job procedure
 Learn more about critical jobs
 Good work habits / Substandard
practices identified & corrected
 Itis a purposeful activity upon itself
that justifies time to observe a
definite job in a systematic way
Steps to conduct a PJO

1. Worker & Job selection

2. Preparation
3. Making the observation
4. Employee review
5. Evaluation & recording
6. Follow-up
1. Worker & Job selection
The New Man
1. Worker & Job selection

A. The New Man

New worker
Old timer w/ new task
Old timer, infrequently done task
Old timer, transferred
Rehabilitating worker
Vacationing worker
The Poor Performer
1. Worker & Job selection

B. The Poor Performer

Corrects time wasted from
Defects, delays, damage, rework
Bad luck
The Risk-Taker
1. Worker & Job selection

C. The Risk-Taker
Good luck worker
Have their own way of doing things
Incomplete knowledge of their task
Substandard practice
Can influence others
Worker with a Known Ability Problem
1. Worker & Job selection

D. Worker w/ a Known Ability Problem

Physical handicap
Mentally challenged
Substance abuse
Visual inaccuracy
Muscular incoordination
Wrong-wrong
The Good Performer
1. Worker & Job selection

E. The Good Performer

Good techniques to help others
Might pick up bad practices
May deviate from standard
1. Worker & Job selection
Past loss experience
Potential for big loss
Probability of occurrence
New or unknown
2. Preparation

Commit to do it on schedule
To tell or not to tell
Know the standard job
procedure
If you tell him in advance:
 To know the workers capability
 He will attempt to do his best
 Any mistake will be due to lack of
knowledge
 Whatever is not consistent is
because he doesn’t know it’s wrong
If you decide not to tell him:
 To know how the task is normally
done
 Whatever is not consistent is a
result of attitude, not lack of
knowledge
 Confirm by observing when aware
If you decide not to tell him:
 Never hide or conceal yourself
 Be in the area under normal
conditions / function
 Observe with others present
3. Make the observation
Objectives:
 Determine adequacy of the
procedure to do the job properly
 Determine whether the procedure
was understood and followed
3. Make the observation

1. Stay out of the way

2. Give him the room he needs
3. Avoid being a distraction
4. Don’t interrupt unless necessary
5. Give the job your undivided
attention
While observing
1. Relate the procedure to the task
2. Ask why it is necessary
3. Be perceptive to possible
downgrades
4. Make mental notes
5. Write observations when possible
6. Use simple key words
4. Employee review
 Establish contact immediately after
 Express appreciation
 Don’t discuss specific observations
 Organize notes immediately
5. Evaluation of what you observed

If it was not what was expected:

 Verify the standard procedure
 Could have been a verbal instruction
 Changes may not have been written
 May have heard problems about it
5. Evaluation of what you observed

 Use the company’s given format to

prepare for the review
 Complete the review
 Expect a two way discussion
 End on a positive note
6. Follow-up
 If retraining or procedural change is
needed, schedule a ff-up PJO
 It gives Supervisor the confidence
that can only come when he knows
what’s going on.
Benefits of a PJO
 Knowing what his people know about
the job
 Feedback on effectiveness of training
& adequacy of existing job procedure
 Learn more about critical jobs
 Good work habits / Substandard
practices identified & corrected
Summary of PJO

It promotes a general awareness of

the importance of the individual
worker in the attainment of the
desired level of safety, quality &
production on all jobs.
Continuous PJO …

So this won’t happen