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and use their assets and abilities, collectively and individually, as they begin
to discover the pride in having survived and overcome their difficulties, more
and more of their capacities come into the work and play of daily life.
Objectives for Community Involvement “Workers are expected to
be involved in community or professional groups that directly lead to
stronger community life and better assistance for our clients. The agency
will provide up to 2 hours a week of released time for workers to attend
community and professional meetings that are acceptable to the agency
and supported by the worker's supervisor. We particularly encourage
workers to take leadership roles on community boards.”
Attaining New Knowledge
Agencies change and improve as workers gain knowledge of the many
new approaches available in the helping professions. We hope that what
they learn will be passed on to others and the investment made by the
agency to offer workers paid opportunities to attend workshops, confer-
ences, or to receive special training will pay off in cutting-edge services
to clients that keep the agency competitive.
Objectives for Gaining Knowledge “Workers are encouraged to
learn new work-related behaviors that will assist our clients and help the
organization. We will provide workers up to $1,000 a year for attendance
at approved conferences, workshops, courses, or tutorials on subjects of
special need to the agency. Workers are expected to give formal presenta-
tions about what they've learned and to mentor other workers. Released
time will be given for approved mentoring activities.”
PROVIDING FEEDBACK TO WORKERS
Glicken (2008) notes that there are four types of evaluative feedback:
positive, negative, evaluative, and developmental.
￿ Positive feedback recognizes aspects of the worker's performance that
are well done and provides reasons the work is exceptional.
￿ Negative feedback focuses on aspects of a worker's performance that
are inadequate, insufficient, or inappropriate.
￿ Evaluative feedback compares a worker's performance with agency
standards and expectations. In competency-based supervision the
appraisal involves objective facts and not merely judgment.
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