creating a training plan for a new performance management system, including key areas to cover, effective communication and listening techniques, setting SMART goals, incorporating feedback from previous training, and making recommendations for manager and employee training.

Attachments are included, but my section of this plan is the training piece. Based on the attachments create. What I need is to go off of the research doc and come up with a training plan. ○ Key areas to cover – ■ Introduction to the training (goals/ objectives, expectations) ■ What is performance management ● What does performance management mean ○ Specifically, what does it mean for YOU (Manager/teacher performance review vs. support staff performance review) ● Benefits of performance management (Review benefits for all levels, managers/teachers, support staff, and overall organization)
● What does the new performance management system look like
○ Who will conduct the reviews for teachers vs. support staff ○ How long will reviews be (time wise- 30 mins? 1 hour?)
○ Where will the reviews take place (private meeting room in school?)
○ How often will reviews take place (quarterly? annually?) ○ What you will need to bring to your review (documentation requirements) ■ What does a successful performance review look like
● Example of a successful review (case study??) (role play activity?)
■ How to prepare for performance review – ● Tips and tricks ■ Effective communication and effective listening ● Role play activity with group discussion ■ SMART Goals ● What are SMART Goals and how to set them (Find outside source)
○ Can previous training material be used ■ Before the new training, send a survey to all employees asking about the old training. See what things worked well, what the employees liked, and if there were resources used that they responded well to, use them
■ Review the feedback from the previous training ● Based on feedback, employees stated that they found some handouts to be useful- in new survey be more specific about what handouts they liked and didn’t like ● Some activities were described as “childish”- identify what activities were useful and liked ● Key differences you would recommend for manager training vs. employee training ○ Manager training: Include additional training on how to give constructive feedback, how to keep feedback positive, how to make the performance review positive and employee focused, how to identify appropriate additional training for their appraisee (who they are reviewing)
● How to allocate time for different activities during training ○ Find outside source talking about how to best allocate time ○ Give handouts and descriiptions before the training for employees to review ○ Keep lectures brief
○ Allow more time for interactive activities and allow extra time for discussion after the activity to debrief and answer any questions
○ Have many different types of activities available in case the group finishes ana activity early ■ Find outside source of what kinds of activities adult learners respond best to ● How will Southwood use your recommendations to measure the change in performance from the training