Video Series 06 – Go For Performance – Examining Performance Gaps

Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

01

T&D: When Examining Performance Gaps in Outputs and Tasks… first look at the Process itself – has it been designed to produce Worthy Outputs that meet Stakeholder Requirements? Performance Gaps are most often not due to Knowledge & Skill deficits. The Process needs to be redesigned to meet Stakeholder Requirements for Outputs and the Tasks and then resourced adequately. Instruction may THEN be required to create new awareness, and/or knowledge, and/or skills as appropriate to the amount of change and the current Awareness, Knowledge & Skills of the Performers. Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

02

T&D: When Examining Performance Gaps in Outputs and Tasks… your second pass should look at the Environmental Enablers such as adequate and timely Date and Information. Performance Gaps are most often not due to Knowledge & Skill deficits. Data & Information Systems will need to be redesigned to meet Stakeholder Requirements for Outputs and the Tasks and then resourced adequately. Instruction may THEN be required to create new awareness, and/or knowledge, and/or skills as appropriate to the amount of change and the current Awareness, Knowledge & Skills of the Performers. Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

03

T&D: When Examining Performance Gaps in Outputs and Tasks… your second pass should look at the Environmental Enablers such as adequate Materials and Supplies. Performance Gaps are most often not due to Knowledge & Skill deficits. The Material & Supply Systems will need to be redesigned to meet Stakeholder Requirements for Outputs and the Tasks and then resourced adequately. Instruction may THEN be required to create new awareness, and/or knowledge, and/or skills as appropriate to the amount of change and the current Awareness, Knowledge & Skills of the Performers. Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

04

T&D: When Examining Performance Gaps in Outputs and Tasks… your second pass should look at the Environmental Enablers such as adequate Tools and Equipment. Performance Gaps are most often not due to Knowledge & Skill deficits. The Tools and Equipment Systems will need to be redesigned to meet Stakeholder Requirements for Outputs and the Tasks and then resourced adequately. Instruction may THEN be required to create new awareness, and/or knowledge, and/or skills as appropriate to the amount of change and the current Awareness, Knowledge & Skills of the Performers. Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

05

T&D: When Examining Performance Gaps in Outputs and Tasks… your second pass should look at the Environmental Enablers such as adequate Facilities and Grounds. Performance Gaps are most often not due to Knowledge & Skill deficits. The Facilities and Grounds Systems will need to be redesigned to meet Stakeholder Requirements for Outputs and the Tasks and then resourced adequately. Instruction may THEN be required to create new awareness, and/or knowledge, and/or skills as appropriate to the amount of change and the current Awareness, Knowledge & Skills of the Performers. Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

06

T&D: When Examining Performance Gaps in Outputs and Tasks… your second pass should look at the Environmental Enablers such as adequate Budget and Headcount. Performance Gaps are most often not due to Knowledge & Skill deficits. The Budget and Headcount Systems will need to be redesigned to meet Stakeholder Requirements for Outputs and the Tasks and then resourced adequately. Instruction may THEN be required to create new awareness, and/or knowledge, and/or skills as appropriate to the amount of change, and the current Awareness, Knowledge & Skills of the Performers. Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

07

T&D: When Examining Performance Gaps in Outputs and Tasks… your second pass should look at the Environmental Enablers such as adequate Culture and Consequences. Performance Gaps are most often not due to Knowledge & Skill deficits. The Culture and Consequence Systems will need to be redesigned to meet Stakeholder Requirements for Outputs and the Tasks and then resourced adequately. Instruction may THEN be required to create new awareness, and/or knowledge, and/or skills as appropriate to the amount of change, and the current Awareness, Knowledge & Skills of the Performers. Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

08

T&D: When Examining Performance Gaps in Outputs and Tasks… your third pass should look at the Human Enablers such as Awareness, Knowledge & Skills. However, Performance Gaps are most often not due to Knowledge & Skill deficits. If the deficit in Knowledge & Skills can’t be readily addressed by a change in the Recruiting & Selection Systems and Processes – then Instruction, including Job Aids and/or Training may be required. Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

09

T&D: When Examining Performance Gaps in Outputs and Tasks… your third pass should look at the Human Enablers such as Physical Attributes. However, Performance Gaps are most often not due to deficits in the Human Enablers such as K/Ss, Attributes and Values. Any deficits in Physical Attributes should be addressed by a change in the Recruiting & Selection Systems and Processes – or in the Process Design and or some of the Environmental Enablers, such as Tools and Equipment. Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

10

T&D: When Examining Performance Gaps in Outputs and Tasks… your third pass should look at the Human Enablers such as Psychological Attributes. However, Performance Gaps are most often not due to deficits in the Human Enablers such as K/Ss, Attributes and Values. Any deficits in Psychological Attributes should be addressed by a change in the Recruiting & Selection Systems and Processes – or in the Process Design. Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

11

T&D: When Examining Performance Gaps in Outputs and Tasks… your third pass should look at the Human Enablers such as Intellectual Attributes. However, Performance Gaps are most often not due to deficits in the Human Enablers such as K/Ss, Attributes and Values. Any deficits in Intellectual Attributes should be addressed by a change in the Recruiting & Selection Systems and Processes – or in the Process Design. Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

12

T&D: When Examining Performance Gaps in Outputs and Tasks… your third pass should look at the Human Enablers such as Personal Values. However, Performance Gaps are most often not due to deficits in the Human Enablers such as K/Ss, Attributes and Values. Any deficits in Personal Values should be addressed by a change in the Recruiting & Selection Systems and Processes – or in the Process Design. Instruction is only warranted when people are new to the job, or the job changes, or there are regulatory requirements that must be met.

# # #