How might you support and mentor a staff member who was struggling to meet the expectations of the job? What would you do to support him/her? Address at least two different issues in your post. (Examples: issues with time management, maintaining confidentiality, and/or handling misbehaviour. You may use these or your own choices.)Based on the question you choose, create a four-week plan to support your staff member. The following must be included in your four-week plan:
At least one resource and an explanation of why you included this resource to benefit your staff member.
A reflection focus/question piece. What is your end goal?
Two face-to-face meetings with a predetermined focus question for both meetings.
An evaluation component for the final meeting that will prove that this intervention was successful. How will you know that your plan was successful?
I'd like to suggest that you research "staff performance/staff development" as that might give you a great deal of insight into how a supervisor might address a staff member performance problem.
Most supervisors will not address a staff performance problem with a written letter of reprimand right off the bat. He/she will most likely approach the staff member with a performance program designed to be a bridge between the supervisor and staff member in an effort to create solutions for what may be easily handled problems. The steps below are common steps for a supervisor to ...
Supervior steps to address staff performance problems.
Merits of a professional learning community: PLC
1. Discuss how creating a professional learning community can increase the ways teachers seize opportunities for integrating 21st-century skills, tools and teaching strategies into their classroom practice — and help them identify what activities they can replace or de-emphasize.View Full Posting Details