PRIME TIME – LEADERSHIP TRAINING
P.R.I.M.E. T.I.M.E is an acronym meaning:
Promote Responsible Involved and Meaningful Experiences
for employees by:
Taking Time to set up Interviews, with Mutual Agreements and Evaluation
Prime Time (Performance Management) - Why?
• Help to make your organization a workplace of choice by emphasizing goal
setting and clarity of work expectations to meet work challenges in a mutually
supportive way.
• Fosters an increased level of confidence and trust between managers and
employees through open dialogue, ongoing feedback and coaching.
• Promotes a fair and equitable workplace environment.
• Addresses the impact of both good and poor performance in the workplace.
• Identifies job competencies and links skills to business objectives as well as
learning and development.
• Contributes directly to the effectiveness and achievement of departmental
priorities by ensuring alignment of individual's work with the organization's
strategic business plan.
• Understand the key concepts and processes of Modules I, II & III, and be in a
position to better support counsellors.
Overview - Why bother?
- The Concept of Lifelong Learning
- What works for you?
- Competencies - the Missing Link
- Roles
- Accountability Framework
- Key Phases and When They Occur
- The Steps or Process
- How to complete an Employee Action Plan - Coaching for Results
What's in it for Employees and staff?
- Moves your career goals forward and enhances your employability and career
development (provides good tracking for future career aspirations).
- Improves work satisfaction through ongoing feedback: positive and negative
constructive feedback.
- Broadens your skill base and identifies real training needs (Le. knowledge and
skill deficiency).
- Greater awareness of specific areas, which require improvements, and
establishment of a supportive action plan to effect required changes.
- Feel proud of your contribution and service
- Provide input into own work plan and province wide assessment of human
resources engendering heightened commitment to achieve shared objectives.
- Clarifies employee's expectations.
- Provides opportunity to negotiate and question how job fits into the unit in
relation to contributions of other team members.
- Concrete testimony of the contribution towards achieving the unit's objectives.
Benefits to Managers/Supervisors:
- Clearer understanding of who is doing what, therefore better use of human
resources and better able to forecast and plan. .
- Can plan, resource, or budget approvals for staff development
- Model career management - Provides concrete, relevant, factual data on which to
assess employees fairly and equitably.
- An opportunity to get to know employees better.
- Takes employee demographics into consideration
- Succession plans for when baby boomers retire
- Incorporate HR planning into business planning processes, and the development
of unit, district and regional priorities.
Benefits to Your Organization
- Multi-skilled, flexible workforce
- Supports business and technological change
- Integrates staff and organizational goals
- Employer of choice
- Identify the employee competencies needed to develop as we modernize services
for the people of Canada
- Match employees and competencies as new initiatives come our way
- Achieve provincial and district priorities and deliver on business plans.
- Ensuring that employees have an opportunity to direct the course of their own
career paths with EIAD.
- By identifying and addressing early training and other work related problems we
can ensure our people are better qualified and therefore of more value to the
organization.
P.R.I.M.E. T.I.M.E is an acronym meaning:
Promote Responsible Involved and Meaningful Experiences
for employees by:
Taking Time to set up Interviews, with Mutual Agreements and Evaluation
Prime Time (Performance Management) - Why?
• Help to make your organization a workplace of choice by emphasizing goal
setting and clarity of work expectations to meet work challenges in a mutually
supportive way.
• Fosters an increased level of confidence and trust between managers and
employees through open dialogue, ongoing feedback and coaching.
• Promotes a fair and equitable workplace environment.
• Addresses the impact of both good and poor performance in the workplace.
• Identifies job competencies and links skills to business objectives as well as
learning and development.
• Contributes directly to the effectiveness and achievement of departmental
priorities by ensuring alignment of individual's work with the organization's
strategic business plan.
• Understand the key concepts and processes of Modules I, II & III, and be in a
position to better support counsellors.
Overview - Why bother?
- The Concept of Lifelong Learning
- What works for you?
- Competencies - the Missing Link
- Roles
- Accountability Framework
- Key Phases and When They Occur
- The Steps or Process
- How to complete an Employee Action Plan - Coaching for Results
What's in it for Employees and staff?
- Moves your career goals forward and enhances your employability and career
development (provides good tracking for future career aspirations).
- Improves work satisfaction through ongoing feedback: positive and negative
constructive feedback.
- Broadens your skill base and identifies real training needs (Le. knowledge and
skill deficiency).
- Greater awareness of specific areas, which require improvements, and
establishment of a supportive action plan to effect required changes.
- Feel proud of your contribution and service
- Provide input into own work plan and province wide assessment of human
resources engendering heightened commitment to achieve shared objectives.
- Clarifies employee's expectations.
- Provides opportunity to negotiate and question how job fits into the unit in
relation to contributions of other team members.
- Concrete testimony of the contribution towards achieving the unit's objectives.
Benefits to Managers/Supervisors:
- Clearer understanding of who is doing what, therefore better use of human
resources and better able to forecast and plan. .
- Can plan, resource, or budget approvals for staff development
- Model career management - Provides concrete, relevant, factual data on which to
assess employees fairly and equitably.
- An opportunity to get to know employees better.
- Takes employee demographics into consideration
- Succession plans for when baby boomers retire
- Incorporate HR planning into business planning processes, and the development
of unit, district and regional priorities.
Benefits to Your Organization
- Multi-skilled, flexible workforce
- Supports business and technological change
- Integrates staff and organizational goals
- Employer of choice
- Identify the employee competencies needed to develop as we modernize services
for the people of Canada
- Match employees and competencies as new initiatives come our way
- Achieve provincial and district priorities and deliver on business plans.
- Ensuring that employees have an opportunity to direct the course of their own
career paths with EIAD.
- By identifying and addressing early training and other work related problems we
can ensure our people are better qualified and therefore of more value to the
organization.
All rights reserved.
Prime Time
| Dragon 9 Training 2200 Angus Street Regina Saskatchewan S4T 2A2 306.525-4460 |
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