PPT-Expectations from supervisors

Soonok An To build a supervisory relationship To demonstrate yourself as a learner To increase competency as a result of supervisory processes Clear expectations Ongoing communication and involvement. Introduce precise claims distinguish the c laims from alternate or opposing claims and create an organization that establishes clear relationships among the claims counterclaims reasons and evidence b Develop claims and counterclaims fairly supplyin at lunchtimes.. It’s ALL about showing . RESPECT. , keeping . SAFE. , following the . RULES. and having FUN!. Most Holy Spirit. s. trengthen us with your grace. s. o that . our school is a place. w. By. Amany. . Ragab. Hacking,. Assistant Clinical Professor. Supervisor, Saint Louis University School of Law Externship Clinic. I. Introduction. II. History of Clinical Education and Externships. Early to mid-1900’s:. Supervisor training: How we started and how we are doing it.. Prof R.G. . Wahome. University reorganization. Internal evaluation – self assessment. Strategic planning. Performance contracting. New structures. Office of Human Resources & Payroll. 1. Points to Consider. What is the Performance Communication Process and why do we do it?. Why are these communications so difficult?. Why does this process so often fail to meet its intentions?. September . 2016. Position Descriptions, Expectations, . and . Annual . Reviews. Today’s Learning Objectives. Describe the three “Building Blocks” of performance management. Define the components of well-written job descriptions. EMPLOYEE PRESENTATION. AGENDA. Rationale for merit-based salary program . Scope of 2016 appraisal changes. Impact . to . you. Timeline and details. Resources. 2. Rationale for P4P. University commitment to pay for performance. Thursday, March 19, 2015. Agenda. Introduction and Today’s Format. What is Performance Management? . The New Performance Management Policy. Campus Engagement. Resources. Frequently Asked Questions (FAQs). DPMAP Rev.2 July 2016. (. 2. ). DPMAP Rev.2 July 2016. Performance Management is a . COLLABORATIVE EFFORT. between Supervisors and Employees. Upon completion of this lesson, you will be able to: . Explain the performance planning phase and its importance to the success of the performance management process.. Program Overview. Program Goals. Make process clearer and less cumbersome. Streamline/target content of performance plan. Use of electronic system. Create standardization for evaluations. Define satisfactory level of work at “meeting expectations” for business needs. February 21, 2018. Anne Arundel County. Baltimore City. Baltimore County. Carroll County. Harford County. Howard County. Queen Anne’s County. State Senate. House of Delegates. Gubernatorial Appointee. Office of Human Resources & Payroll. 1. Points to Consider. What is the Performance Communication Process and why do we do it?. Why are these communications so difficult?. Why does this process so often fail to meet its intentions?. New Duties with a Focus on a Data-Driven, . Three-tiered Approach to Reducing Chronic Absenteeism and . Accountability Measured with the . California Dashboard. January 14, 2019. Objectives for . Supervisors of Attendance. How Close Are You? . Pat Comoss RN, BS, MAACVPR . No Disclosures or Conflicts . Academic . Confession: . I do NOT have the perfect ITP! . 2018 . ITP Expectations . My Objective. : . To outline key ITP expectations from Medicare, AACVPR .