political science presentation
Review the case study, Coaching and Evaluating an Employee, and discuss it with your team.
Prepare a 4- to 6-slide Microsoft? PowerPoint? presentation in which you:
Identify best practices for coaching and evaluating employees.
Note: The slide count does not include the title, conclusion, or reference list slides. Use brief bullet points on the slides with a detailed explanation of each slide in the notes section.
Requirements: 4-6 slides
Grading Guide: Coaching & Evaluating Employees Presentation CJA/474 Version r9.0 1 Copyright ? 2012 by University of Phoenix. All rights reserved. Grading Guide Coaching & Evaluating Employees Presentation This assignment is due in Week #5. Content 60 Percent Points Earned X/60 Identify best practices for coaching and evaluating employees. Identify the problems occurring in the scenario. Hint: They are not limited to Warrants behavior. Describe a recommend action plan, improvement plan, or remedial training that is based on behavior-related work performance. Explain strategies the agency should use to avoid problems like Warrants from persisting. Comments: Organization and Development 20 Percent Points Earned X/20 The presentation is 12 to 15 slides. The presentation is clear and organized; major points are supported by details, examples, or analysis. The presentation uses visual and auditory aids appropriately and effectively. The presentation effectively incorporates design elements, such as font, color, headings, and spacing. The presentation is logical, flows, and reviews the major points. Comments: Mechanics and Format 20 Percent Points Earned X/20 The assignment file is presentable and functional; for example, the audio clips are audible, visual components are viewable, and links work appropriately. The speaker notes are detailed and have complete sentences with correct grammar and punctuation. Students fully explain each slide as if they were giving an in-person presentation. Rules of grammar, usage, and punctuation are followed; spelling is correct throughout the presentation. The presentation is consistent with APA guidelines; intellectual property is recognized with in-text citations and references. Comments: Total Percent 100% Total Earned X/100 Additional Comments:
CJA/474 v9 Copyright 2019 by University of Phoenix. All rights reserved. Coaching and Evaluating an Employee: Too Little Too Late? As a new police chief or sheriff, you have already determined the agencys employee evaluation policies need to be changed. Your concerns include the antiquated annual performance evaluation form and the lack of encouragement and coaching by direct supervisors. They tend to let things go regarding employee behavior and performance until serious action is required. Sometimes employees dispute their annual evaluations because they were never informed issues needed to be addressed. A seven-year employee of your agency, Officer Sara Warrant, is a patrol officer who is known for her initiative but also for causing headaches for her supervisors. Your informal discussions with supervisors and your own observations indicate that while knowledgeable and energetic, Warrants actions come close to stepping over the line by being insubordinate and lackadaisical in following procedure. Often this behavior has been ignored because her level of activity on the street is well above the average of other officers. She is borderline insubordinate when dealing with new or weak supervisors. She believes managers exist only to screw around with us. Her shift commander has been angry about her deteriorating attitude and reckless performance for some time and wants you to take some form of disciplinary action against her. You have also learned Warrant has a reputation among the staff as being a showoff. Some of her past and present supervisors have even commented that she is unpredictable and marches to a different drummer. You have heard officers and street supervisors alike mention her bad attitude despite being a relatively productive employee. In examining Officer Warrants personnel file, you find she has received satisfactory annual performance evaluations each year. While her performance on the street is mentioned, no incidents of insubordination or procedural violations are mentioned. She has never been the subject of a formal disciplinary action such as a written reprimand or a suspension. There is no mention of informal or formal counseling or coaching sessions regarding her behavior. There are several letters of commendation from the department for significant arrests and other activities. In considering the supervisors request for action, you are troubled that he has made it despite rating her performance as satisfactory.
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