Supervisor's Job Performance Centered Guide

Front 1

Responsible Criticism Has Five Characteristics:

It is C-L-E-A-R

C urrent

L imited

E expresses

A Acknowledges

R eevaluates

Back 1

Curent: What is the individual presently doing wrong?

Limited: What specific behavior(s) do I find offensive or unacceptable?

Expresses: How can I phrase this criticism so that it expresses my belief, opinion, feeling or perception?

Acknowledges: How will I acknowledge this person as a unique human being? How would I feel if these things were being said to me?

Reevaluates: Have I set aside a date and a specific time to evaluate progress toward the desired objective?

Front 2

Documentation

It is more important that the supervisor understand that documentation should cover problems that occur on the _______ only.

Back 2

- Job

Front 3

Three Points Must Be Emphasized
1. The supervisor's responsibility is to observe and document job performance deficiencies.
2 The supervisor does not attempt to diagnose alcoholism or substance abuse or any other problem, no does he/she mention them in his/her confrontation with the employee.
Do not label an employee as an alcoholic. However, the employee cannot deny documented job performance deficiencies. This is the only ground on which the supervisor has sure footing.
3.Once the employee has been referred to PEAP, as outlined in this guide, the supervisor should discontinue attempts at counseling and work with PEAP to establish outside assistance.

Back 3

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Front 4

Alcoholism: Dealing with Denial

Performance problems, regardless of their cause, result in increased use of sick leave, disciplinary problems, errors in judgment, accidents, poor public relations, and a host of other problems.

Alcoholism is a ______, a ________ addiction and a mental illness.

Back 4

- disease

- physiological addiction

Front 5

What is one of the most crucial aspects of the program in regards to A Supervisor's Job Performance Centered Guide?

Back 5

- Confrontation

It is extremely important the supervisor not make any attempt to diagnose the cause of the employee's job performance problem and that the supervisor not attempt to counsel the employee.

Front 6

Three Points Must Be Emphasized

1. The Supervisor's responsibility is to observe document job performance deficiencies.

2. The supervisor does not attempt to diagnose alcoholism or substance abuse or any other problem, nor does he/she mention them in his/her confrontation with the employee

3. Once the employee has been referred to PEAP, as outlined in this guide, the supervisor should discontinue attempts at counseling and work with PEAP to establish outside assistance

Back 6

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Front 7

In this job performance centered guide the supervisor employs a five step plan

Back 7

- Recognition that a problem exists

- documentation of the problem

- taking action

- referral

- return and follow-up

Front 8

The program-How it works

First, the immediate supervisor is usually the first individual to become aware of the employee's decreasing job performance.

Second, the supervisor can motivate the employee to seek appropriate professional help.

Back 8

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Front 9

What must be remembered is that no matter how "good", how intelligent, or how experienced a supervisor may be, interaction with an employee reflects the supervisor's own personality and ego.

Back 9

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