The A-TeamUnderstand the current competencies of individuals and teams Describe the methods of conducting individual and team competence reviews Team Review Methods •Formal bi-annual performance appraisals- these take place within the company on a bi-annual basis, objectives are set against corporate aims and then reviewed within the appraisal process. •Action plans- these are set as a way to meet a requirement, normally these come from the appraisal process, for example a training need could be established and the action plan details what is required and when it needs to be achieved and then a review on whether the outcome was achieved.
•Probationary reviews- the COMPANY has a 6 month probationary period; this is similar to the appraisal process as an expected level of ability is required to perform the role that the applicant has successfully been assimilated in to. Competencies are assessed and action plans can be agreed to bring the member of staff in line with the expected performance. •Informal one-to-one review discussions- these are not part of the appraisal process, so the agreed aims are more of a pointer of where the member of staff should be with regards to performance.
Other avenues can be explored if performance is deemed as unsatisfactory, such as the COMPANY Managing Unsatisfactory Performance Policy. This policy details what is required of the employee and process that is in place to bring the employee back in line with the performance requirement. •Observation on the job- by witnessing a member of staffs work processes you can assess their performance against what is expected, this is useful in customer facing roles as the member of staffs manner can be assessed. •Skill- or job-related tests- these are specific to the role that is being undertaken.
Major It Assignment Introduction As a part of year 12 subject Information Technology we had to create an electronic database, we were given a question sheet and we had to follow it. We were given our choice of making a database on anything we wish as long as we meet all requirements. We also had to do a write up for our database, once the database is created we will assume that it is actually ...
•Assessment centres, including observed group exercises, tests presentations, etc. These are useful in assessing staff within a pressure environment as well as how individuals interact within a team •Survey of opinion of others who have dealings with the individual- these can be from other staff members or externally from the customer base. •Psychometric tests and other behavioural assessments- to profile staff members based upon specialist questions that identify behaviour through decisions relating to scenarios.
Identify the links between current competencies and the team and organisational objectives Strategic aims and visions are incorporated into operational aims and objectives. These are connected at all levels via the ‘bigger picture’ and then individually with departmental teams through policy and practices. The structure that is put into place reinforces and appraises the achievements made and feeds back through the different levels.
The individuals competancie requirement is dependant upon the teams aims and objectives which are defined and set so as to achieve the organisations objectives in response to the external pressures. The COMPANY has objectives set by the political party that holds office within the council these are;- •making the community safer •secure our public services •secure jobs and homes •make the community cleaner •deliver value for money By working towards and achieving the COMPANY’s Corporate Values these are- •Offer world class customer service
Put results for residents above all else •Work as ‘one council’ •Look for value for money in all we do These aims and objectives are incorporated into the Performance Appraisal Process by way of the Ealing Values Matrix within the Appraisal Process policy document, this details how the authority expects members of staff to conduct themselves as well as the expected behaviours required to achieve the corporate values. One such example of a performance target for the Business Services Group in which I work is the roll out of a new ICT infrastructure for staff and elected members, this has provided efficiencies as log-in time has been dramatically reduced as well as current up to date applications for staff to use to perform their roles. Savings have also been experienced through the rationalisation of the application base as well as negotiations on contract pricing this has gone towards achieving the ‘Deliver Value for Money’ Council objective as well as the ‘Work as “one council”’ and ‘Look for value for money in all we do corporate objectives. 2. 3
The ability to reflect on one’s own practice is crucial because you can evaluate your effectiveness and assess how well you think you are doing and identify any areas that need improvement or development. 1.1 Take a note of children and young people’s responses to own practice My placement is working with year 4 children who I engage with well and I get the general impression from their responses ...
Identify the activities to support the development of current competencies of the team and future team organisational objectives Development activities that support the development of the team and future team organisational objectives include: •Personal study- study that does not necessarily have to be role related to provide a benefit for the organisation as the study approach and methodology necessary can improve organisational skills. Within the COMPANY where the study is relevant to the organisations aims and objectives the benefit is quantified prior to the course sign up and knowledge gained is disseminated amongst the team.