Assignment 2: New Supervisor Training on Performance Evaluations
Create a PowerPoint presentation to train new supervisors on how to conduct performance evaluations. Whether you use an annual evaluation, real-time feedback, or quarterly evaluations, it is important that new supervisors understand: • the rationale for a performance evaluation in general, • the rationale for the specific one in use, • the instrument used, and • the process for the evaluation.
Assignment 2: New Supervisor Training on Performance Evaluations
Now that the position has been created, you’ve taken the opportunity to create a PowerPoint presentation to train new supervisors on how to conduct performance evaluations.
Whether you use an annual evaluation, real-time feedback, or quarterly evaluations, it is important that new supervisors understand:
• the rationale for a performance evaluation in general,
• the rationale for the specific one in use,
• the instrument used, and
• the process for the evaluation.
The PowerPoint presentation should be a minimum of 10 slides with graphics and Notes Pages.
NOTE: One of the positions the new supervisors will be conducting performance evaluations on is the job in your description from Week 3. Find creative ways to incorporate your work from that assignment into this one.
Your assignment must follow these formatting requirements:
• You must include the Notes Pages. This is where you explain in detail the thoughts you
want to convey in each slide, only in more depth.
• Visually appealing: graphics (required) should be appropriate for the environment and
audience. Text should be visible from 18 feet away (generally considered 18 pt. font or
larger).
Points: 300 Assignment 2: New Supervisor Training on Performance Evaluations
Criteria Unacceptable Below 70% F
Fair 70-79% C
Proficient 80-89% B
Exemplary 90-100% A
1. New supervisors understand the rationale for a performance evaluation in general Weight: 15%
Did not submit or incompletely discussed the rationale for a performance evaluation in general, in such a way that new supervisors can understand.
Partially discussed the rationale for a performance evaluation in general, in such a way that new supervisors can understand.
Satisfactorily discussed the rationale for a performance evaluation in general, in such a way that new supervisors can understand.
Thoroughly discussed the rationale for a performance evaluation in general, in such a way that new supervisors can understand.
2. PowerPoint presentation discusses type of evaluation used so that new supervisors understand Weight: 15%
Did not submit or PowerPoint presentation incompletely discusses type of evaluation used so that new supervisors understand.
PowerPoint presentation partially discusses type of evaluation used so that new supervisors understand.
PowerPoint presentation satisfactorily discusses type of evaluation used so that new supervisors understand. .
PowerPoint presentation thoroughly discusses type of evaluation used so that new supervisors understand.
3. PowerPoint presentation discusses the rationale for the specific performance
Did not submit or incompletely discusses the rationale for the specific
PowerPoint presentation partially discusses the rationale for the specific
PowerPoint presentation discusses the rationale for the specific
PowerPoint presentation thoroughly discusses the rationale for the
2
evaluation in use Weight: 15%
performance evaluation in use.
specific performance evaluation in use.
4. PowerPoint presentation discusses the instrument used so that new supervisors understand
Weight: 15%
Did not submit or incompletely discusses the instrument used so that new supervisors understand.
PowerPoint presentation partially discusses the instrument used so that new supervisors understand.
PowerPoint presentation satisfactorily discusses the instrument used so that new supervisors understand.
PowerPoint presentation thoroughly discusses the instrument used so that new supervisors understand.
.
5. PowerPoint presentation explains the process for the evaluation so that new supervisors understand
Weight: 15%
Did not submit or incompletely explains the process for the evaluation so that new supervisors understand.
PowerPoint presentation partially explains the process for the evaluation so that new supervisors understand.
PowerPoint presentation satisfactorily explains the process for the evaluation so that new supervisors understand.
PowerPoint presentation thoroughly explains the process for the evaluation so that new supervisors understand.
6. PowerPoint is a minimum of 10 slides long Weight: 5%
Did not submit. PowerPoint did not meet standards.
PowerPoint meets standards.
PowerPoint exceeds 10 slides and the slides are an informative and thoughtful addition.
7. Notes Pages are used Weight: 5%
Did not submit. PowerPoint did not meet standards.
PowerPoint meets standards.
PowerPoint uses Notes Pages to their fullest advantage.
8. PowerPoint is visually appealing Weight: 5%
Did not submit. PowerPoint did not meet standards.
PowerPoint meets standards.
PowerPoint is not only visually appealing but the visual design strengthens understanding of audience.
9. Clarity, writing mechanics, and formatting requirements Weight: 10%
More than 6 errors present
5-6 errors present 3-4 errors present 0-2 errors present
OB DESCRIPTION
| Title: Learning & Development Advisor | Functional Area: Quality |
| Reports to: Learning & Development Manager | Department: Quality |
| Site: Avara Aiken | Location: Aiken, SC |
| Purpose & Scope: Summarize the major purpose of the job in 1-3 sentences. Intent is to capture what this job does for Avara, why the role exists. Not a summary of duties
The primary purpose of the role is to support the day to day learning coordination needs of a business function/site as well as being a key point of contact for learners requiring advice and support. The other critical interface for this role will be to support and engage positively and effectively with the site. |
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Essential Job Responsibilities: List 10 or fewer primary duties and responsibilities for this position in order of importance and time spent. Include supervisory responsibilities. Focus on responsibilities rather than projects. Avoid being vague or listing many minor duties.
· Ensure learning items and course plans are defined, kept up to date and maintained through partnering with subject matter experts and/or course owners. · Support locally designed training activities: I. Learning Assignments II. Learning Scheduling III. Learning Recording IV. Learning Reporting · Lead on projects at a local level (i.e. learning programs, continuous improvement) · Responsible for developing and updating procedures related to the job role. · Provide support to Learners and Managers to support their understanding of learning management practices and learning systems. · Monitor and report training activity against agreed measures and KPIs. · Support local training delivery/development/coordination for New Hire Orientation, GMP/DI and Train the Trainer. · Support execution of learning evaluation strategy and measurement of effectiveness of learning interventions through data gathering and reporting (i.e. collating and processing feedback from the L1 process). · Support, monitor and continually improve the systems and processes associated with the co-ordination and administration of site training activities. · Prepare any necessary documentation in respect of site training processes and records management to support audit requirements.
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Qualifications: Identify the levels of knowledge, skills, abilities, experience, education, and certifications required for the position. Knowledge refers to what someone needs to know. Skills and abilities refer to specific talents or capabilities that someone needs to possess or know how to do.
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Required
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| · Associate Degree – preferably previous experience working in training function
· Strong planning and organization skills · Good communication skills and customer focused · Positive proactive attitude, ability to work independently and as part of a small team. · Strong IT skills · Attention to detail and accuracy. · Ability to prioritize workload and handle pressure, interruptions and multiple projects. · Proven ability to work to tight deadlines with accuracy and confidence. · Ability to take the initiative and driven by the desire for continuous improvement. · Good understanding of business function and context (specific regulatory requirements, standard practice etc.) · Good problem-solving ability. · Good customer focus capability. · Strong accountability ethic i.e. to support learner/customer to an outcome.
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Preferred
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| Bachelor’s Degree – preferably previous experience working in training function
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This job description is intended to describe the general nature and level of work which may be performed by the person assigned to this position. This job description is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of this position.
Employees holding this position may perform other job-related duties in the course of their performance of this position. Rev. 12.12.2019
For any questions, feedback, or comments, we have an ethical customer support team that is always waiting on the line for your inquiries.
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