Class 12: Supervising UTA SSW, SOCW 5306 Generalist Macro Practice Professor Dick Schoech Copyright 2005 (permission required before use) Suggest printing slides for class using: Print | Handouts | 3 slides per page | grayscale options

Review of Previous Classes  Generalist macro practice history, change process, roles, levels of intervention, theories, values, perspectives  The community as client  Conditions as problems/opportunities, assessing conditions  Intervening in social conditions  The organization as client  Administrative practice overview  Assessing organizations  Leading in organizations and communities Apr05. Supervising Apr05: Leading §

Key Personnel Functions  Structure work (job analysis, design system)  Insure objectives accomplished  Recruit, Screen, Select, Train  Motivate (incentives, MBO, symbolize)  Lead, Mentor  Appraise, provide feedback, terminate  Prevent burnout  Abide by legal requirements (EO/AA) §

Structure work & Insuring outcomes  Maintaining morale  Maintaining quality work environment  Ease staff/management interactions  Open communications  Career planning and career ladders  Manage by objectives  Manage by exception §

Guide & mentor  Daily then weekly staff meetings  Manage the results, not the process  Attend to person and then results  Use team projects and debriefings §

Evaluate Performance & Provide feedback  Develop structured system  3 to 1 ratio of praise to criticism  Have regularly scheduled time  System is responsible for 70-90% of performance (TQM) §

Appraise performance  Schedule periodic meetings  Equal effort evaluating good as poor performers  Have agreed upon system & criteria  Have employee self evaluate  Address results/behaviors vs. process/personalities  Avoid ranking of employees (TQM)  Get employees’ signed written response  Contract for performance changes to: Remedy areas needing attention Build areas in which they want to grow §

Prevent Burnout: Symptoms  Attitude: cynical, negative  Emotions: overwhelmed, unappreciated, lethargic, maybe ashamed  Interpersonal: irritable, overreact, problem with spouse & friends  Health: disturbed sleep, digestive problems, headaches  Work: Below-par performance, low energy §

Ways to Prevent Burnout  Recruit for person job fit  Restructure work to be fulfilling  Monitor workload — do not overload hard workers  Prioritize (focus on #1 tasks) & delegate  Avoid responsibility with no authority  Separate work from home (don’t take work home)  Express frustrations at work & forget them  Allow yourself to play and laugh at work  Exercise daily, e.g., walk  Take breaks (stretches, meditations) & vacations  Set aside time for significant others (family, friends)  Develop a non-work hobby, writing poetry, gardening  Make small changes & be good to and reward yourself  Others you have discovered :-) §

Discipline/Terminate  Use consistent & timely feedback  Have a legally reviewed process  Have documentation over time  Employee should know what is coming  Terminate quickly, do not rehash  Refer problems to EAP §

Legal Requirements  EEOC Equal Employment Opportunity Commission Must not give preferential treatment  Affirmative Action Must have plan to rectify past discrimination by new hires, advancement, & retention  Comparable Worth Equal pay for work of equal value  Labor union relations Treat labor as a partner (TQM) §

Summary: Personnel Mana  Staff is the client/consumer of managers  Ounce of prevention = pound of cure §

Conclusion Key to all types of management Planning Continuous quality improvement Treat people with dignity and respect Give authority with responsibility Empower rather than accumulate power §