...[pic] PERFORMANCE MANAGEMENT AGREEMENT |Name of Incumbent |Designation |Line Manager |Designation |Agreement period | |SEPOSHOANE KOATLA |SENIOR CUSTOMS OFFICER |RAMONATE RAMONATE |SENIOR CUSTOMS OFFICER-TEAM LEADER |APRIL 2011-MARCH 2012 | The performance agreement has three elements: 1. Work plan – Part 1 2. Personal development plan – Part 2 3. Performance Review and Assessment –Part 3 | | |Part 1: Workplan | |Key performance Area (KPA) |Objectives |Activities |Performance measure |Targets and standards |Dependencies | |REVENUE COLLECTION |1. Exceed revenue by 11% per annum|1.1 collect all revenue due |Monthly collection |Daily collection & LRA set| ...
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...1. What, according to you, are some of the signs of a troubled employee that you have noticed? Changes in employee behavior can signify that an individual may have a personal problem that is interfering with their work performance. There are “red flags” in an employee’s behavior that can be used as indicators. There is usually no single event, but rather a noticeable pattern of change in the employee’s behavior, attitude or work activity. Individually, these signs may seem harmless enough but taken together they may represent a serious problem. It is important to avoid ignoring the initial indicators. These are some of the signs that might help you identify an employee who has a problem. Work Related Unable to concentrate on work and complete the given task/activities on time. Errors in the task completed Making excuses for substandard work Procrastination, inability to concentrate Self Major changes in personal appearance, attitude or behavior Problems with family, friends, co-workers, legal issues, financial issues Heightened anxiety, overly defensive 2. Have you come across any such individual/s at your organisations? YES 3. How have you handled the situation? A ONCE-to-be valuable and productive employee unexpectedly starts turning in less than an acceptable worker. More often than not, the root cause of such dramatic behavioural change is troubles - either personal or professional. Most employees develop some...
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...Analyzing a job Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training (a performance improvement tool) is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design. A successful training needs analysis that will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use. One of the tools is called- Job Description. A job description is an internal document that lays out in detail the exact roles and responsibilities of a particular position. A job description can be used as a tool for new employee orientation by helping to set expectations, supervision and performance reviews. As it was discussed in the class, the primary purpose of a job description is to identify the essential functions of the position. According to the Equal Employment Opportunity Commission (EEOC), essential functions are those tasks or functions of a particular position that are fundamental to the position. Knowing...
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...attribute this effect to the fact that investors underreact to the release of firm-specific information. In detail, they compared the performance of stocks that have performed well in the past with those that have performed poorly, in 3-12 months’ time. Their theory is if stock prices either overreact or underreact to information consistently then profitable trading strategies that select stocks based on their past returns will exist. Previous studies in this area had shown that over a 3 to 5 year horizon, stocks that had performed poorly over the previous 3 to 5 years achieved higher returns than stocks that performed well over the same period. Their study covered the period from 1965 to 1989, involved ranking each company at the beginning of each month by its returns over the last ‘J’ months. Based on these rankings, ten equally weighted decile portfolios are constructed, with the portfolio comprised of those companies with the strongest historical returns and the portfolio with the lowest historical returns. The timeframes for both ‘J’ and ‘K’ horizons were 3, 6, 9 and 12 months. They constructed portfolios based on companies’ 3 month historical returns, and looked at their performance over the subsequent 3, 6, 9 and 12 months. The paper focused largely on the ‘zero cost’ portfolios, representing the difference in performance between the ‘winners’ and ‘losers’. It is important to note that momentum strategy appears to be temporary in nature. Over short...
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...The industry has high barriers to entry. Companies have economies of scale that it requires a large amount of capital to buy the equipment. Existing companies have cost advantages that they have higher reputation in the industry. People tend to choose a high quality performance since the tickets are expensive. On the other hand, high quality performers and performing groups will choose famous performing arts companies to corporate. Therefore, it is necessary for companies to have high reputation in order to succeed in the industry. The well-developed distribution channel is also important for entering the industry. Companies need to corporate with other organizations to distribute their tickets. Rivalry The rivalry of the performing arts industry is high. According to the performing arts industry report by IBISWorld, the industry’s revenue growth forecast is 1.9% increase per year till 2016 (Gotas, 2011). The industry growth is slow. In addition, there are many competitors in the industry. In Los Angeles, there are many other performing arts companies, such as Walt Disney Concert Hall, LA Phil, and Hollywood Bowl. There are exit barriers for the industry. Since a lot of equipment are needed for the performances and they are expensive, the fixed cost is high. It leads to the high exit barriers. Buyer Power The buyer power of the industry is medium. Customers are considered as the main group of buyers. Since the companies would also sell or rent their customs or equipment to...
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...Supplier’s time schedule for performance. Roles for Developing the SOW Document Customer (End-User, Requestor) The Customers focus should be on defining: • What the SOW is expected to achieve? • What constitutes an acceptable deliverable? • When deliverables are due? • How are deliverables expected to be produced and provided? Buyer The Buyer’s primary role is to: • Consult and advise the Customer on how to structure Deliverables, Acceptance Criteria, and Tasks in a manner most likely to result in an effective contractual agreement, and to • Finalize the SOW document (incorporating Customer-generated content) in a format consistent with University standards. Steps for Writing the SOW 1. Provide background on the requirement, including the objective or purpose. Consider citing funding source information, historical precedent, or parallel sourcing efforts that provide additional information on your requirement. 2. Define the requirement and/or the services to be provided. 3. List the specific tasks to be performed by Supplier. • Categorize tasks as either major or sub-tasks. • Organize tasks in chronological order. • Define Supplier’s level of effort and all Supplier responsibilities. 4. Specify all required results and/or deliverables. Specify required milestones and due dates. 5. Identify the Period of Performance. The Period of Performance defines the anticipated...
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...or private insurers often have an explicit goal of returning the injured party to previous or comparable levels of employment. In such cases, it is important to identify required job tasks and expected performance levels. Such information creates targeted outcomes for the rehabilitation program. The overall rehabilitation process is guided by the job analysis through a process wherein assessed levels of current functional capacity are compared to the required job performance demands (Loisel et al. 2001). Identified gaps between worker capacity and job demands are then addressed through restorative programs and/or job modification. Work transition planning In rehabilitation the job analysis is used to provide information to match the injured worker with tasks that can be safely performed on initial resumption of duties following an absence or time away from regular duties. The job analysis information serves as the foundation for a graduated work resumption process that optimizes productivity and compliments the rehabilitation program and injury recovery. Regular review of the job analysis is used to identify job demands that are suitable to the worker's capacities throughout the recovery process until the worker resumes the pre-injury job or reaches an optimal level of performance in a different job. Vocational planning Persons with disabilities who have never worked, or are seeking new careers following catastrophic injury are typically assessed to determine work...
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...Needs Analysis: How to determine training needs Chapter Highlights 1. Types of Needs Analyses 2. Knowledge, Skills, Abilities 3. Techniques 4. Checklist for evaluating an assessment Training Needs Analysis: The process of identifying training needs in an organization for the purpose of improving employee job performance. Introduction Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training (a performance improvement tool) is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design. A successful training needs analysis will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use. Types of Needs Analyses Many needs assessments are available for use in different employment contexts. Sources that can help you determine which needs analysis is appropriate for your situation are described below. * Organizational Analysis. An analysis of the business needs or other reasons the training is desired. An analysis...
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...Barbara Norris facing many difficulties. The GSU which she lead is currently short-staffed and does not perform as she expected. Her staffs have low morale and low motivation to do their daily job. On top of that, there is a cultural issue where confrontation, blaming, and favoritism are typical in her unit. She also facing a budget problem where overtime has been eliminated due to cost cutting measure implemented on the hospital. The budget cut make it difficult to Barbara to allocate a right personnel in case of some staff take a personal or vacation leave. In many cases, she has to rely on nurses from general float pool to cover the staff on leave, but this often lead to negative effect to her staff dynamics because the substitute nurses is not familiar with the GSU. There are three broad problem Barbara has to solve: lack of collaboration and teamwork, staff conflict either within her unit or within the hospital, and lack of transparent performance appraisal procedures. All of this three issues need to be address simultaneously to ensure that the unit perform as Barbara expected. It is evident that there is conflict between junior nurses, senior nurses, and PCAS’s which lead to ineffective collaboration among them. Junior nurses feels like the don’t belong to the team and they don’t get positive feedback from senior nurses. On the other hand, senior nurses feels that many junior nurses and PCA’s are incompetent and feel overwhelmed to support them. To solve this issues...
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...RULES & REGULATIONS 1) Members are assigned to classes based on their level of exposure and experience in the art. A combination of factors including movement coordination, knowledge of technique and fitness determines the member’s placement. Classes are held as per the schedule issued by the BaSiS Director(s) each term. 2) Members must adhere to the rehearsal attire set out by the Director(s). Dancers are required to wear black leotard, tights and skirts/pants with jazz shoes/slippers. Black, Dark Blue or Grey clothing is allowed for other arts forms. Members wearing incorrect gear may be taken out of class. Members are expected to be punctual for rehearsal sessions and must request Instructor’s permission before joining a class if they arrive late. Once in class/rehearsal, members must remove all jewelry. This includes watches, rings, necklaces, bracelets. Only small stud/knob earring is allowed. Females must comb their hair away from the face and rolled in a bun for all classes. Long fingernails are not allowed. Cellular phones must be turned off (or put on the silent mode) and secured in bags once has begun. No Shoes excepting the approved dance footwear is allowed on the dance floor. Dance footwear should not be worn outside of the dance room. Absolutely no food will be allowed in rehearsal. Food must be consumed outside, and wrappings/containers must also be disposed of in garbage bins provided. Only drinking water or energy drink will be allowed inside the dance centre...
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... Describe the 5 step training and development In order for any company to be successful, their employees must perform. An employee cannot be expected to meet the established standard if that standard is not set and the employee is not taught how meet it. To establish quality training the employees should be made to feel that they are important to the team and that the training is important to them. The training should also easily transition from a classroom or training environment to “real world” use. If classroom concepts are outdated or far-fetched the instruction is useless and employees will lose interest. Training should include some “hands-on” exercises when possible. “Role play” scenarios work very well for some positions also. Employee motivation is extremely important. Most training programs are established using a five step method. The first step is the Needs and Analysis step. This step identifies whether training is needed, what type training, who needs to be trained and how the training will be performed. There are two primary means to determine the type training required. The first is Task Analysis. Task Analysis is the better way to establish the training for new employees. This allows new employees to be trained to the already set company standard. The second way is Performance Analysis. Performance Analysis evaluates how current employees are performing their duties and allows training to be based on strengthening the weaknesses. The second...
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...Otello Margary Goodwin I have seen a few operas and many musicals. I expected to see an elaborate set and costuming. The Met set the entire opera around glass rectangles that moved throughout the performance. The costumes for the chorus remained dull and gray, which works for the sadness of this opera, but there were parts that I felt the costumes should have been colorful. The costumes for the main characters flowed beautifully with the music and story. The costume designer’s use of colors, including Iago’s black clothes, Desmonda’s red and white dresses and Emilia’s blue dress, matches the characters persona and plight as the opera comes to its climax and finale. Throughout the opera, most of the performers were influential in making me believe the actions and feelings were real. Sonya Yonchove’s face showed and her voice spoke the torment and...
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...Performance appraisal is a method of evaluating the behaviour of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. It is a systematic and objective way of evaluating both work-related behaviour and potential of employees. It is a process that involves determining and communicating to an employee how he or she is performing the job and ideally, establishing a plan of improvement. Performance appraisal could be taken either for evaluating the performance of employees or for developing them. The evaluation is of two types: telling the employee where he stands and using the data for personal decisions concerning pay, promotions etc. Appraisal of employees serves several useful purposes: 1) Compensation decisions: It can serve as a basis for pay raises. Managers need performance appraisal to identify employees who are performing at or above expected levels. This approach to compensation is at the heart of the idea that raises should be given for merit rather than for seniority. Under merit systems, employee receives raises based on performance. 2) Promotion decisions: It can serve as a useful basis for job change or promotion. When merit is the basis for reward, the person doing the best job receives the promotion. If relevant work aspects are measured properly, it helps in minimizing feelings of frustration of those who are not promoted. 3) Training and development programs: It can serve...
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...While I did not approach this task with anticipation, the enthusiasm from my clients made the prospect of this event somewhat bearable. I prepared myself to suffer through interminable boredom and cringe-worthy acting I expected. It didn't take long from the opening scene, for me to realize that my preconceived notions were false. I became engrossed in the story presented and forgot that I was watching a live play. The events flowed smoothly and managed to keep me engaged. I expected mistakes and long, awkward pauses from the performers, however was presented with a group of exceedingly, talented actors, who managed to impress from the start. Though I tried, i could not curb the emotions evoked from the performance so I just let the tears flow. This emotional response stemmed from a connection to the characters. The second occasion came about through similar circumstances. At the request of several of my clients, I arranged an outing to see the play Hair Spray. While I was not eager to attend this play, I was curious as to how it would compare to the movie version, which I loved. I did not think that the play would have the same affect on me as did the movie. Once again, I was wrong and, like the movie,...
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...At the Ballet: The Experiences of the Black Ballerina Historically, there have been strict norms for femininity in ballet which have remained relevant in modern times; ballerinas are expected to be lean and willowy, tall and blonde, in which is reflection of the traditional body ideal of classical Russian ballet. They are expected to use light, graceful, and fluid movements, which in turn established the body ideal. Uniformity is desired among the female dancers, as the art form requires symmetry and balance when performing as a group. However, as a male, the only requirement is to be good support for the ballerinas (Howard, 2017), resulting in a less strict standard of beauty. Ballet, since its inception, has been a sport that was incurred...
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