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NSPS / DCIPS




Table of Contents:


EMPLOYEE CURRICULUM

NAVIGATING PERFORMANCE MANAGEMENT UNDER NSPS

(can be adjusted to fit DCIPS)

OBJECTIVES:

At the conclusion of this program, participants will be able to:

CONTENT:

Includes:

  1. Review of the NSPS  / DCIPS System
  2. Introduction to SMART Objectives and their components
  3. Tracking the performance year
  4. Writing Accomplishment statements under NSPS / DCIPS
  5. Using the PAA V.3
  6. Preparing for the performance discussions.

LENGTH:                 one day

AUDIENCE:              25 employees

SESSIONS:              1 sessions = 1 day

MATERIALS:           participants receive a working manual of more than 50 pages

NOTE:  This one day program can be split into half day sessions –

Half day – Writing SMART Objectives under NSPS / DCIPS

Half day – Writing Self Assessments under NSPS / DCIPS

 

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SUPERVISOR CURRICULUM

GETTING TO YES UNDER NSPS (can be adjusted to fit DCIPS)

 

OBJECTIVES:

At the conclusion of this program, participants will be able to:

 

 

CONTENT:

 

 

I.          NSPS

A. THE PROCESS - Differences between TAPES and NSPS / DCIPS

B. LEADERSHIP OBLIGATIONS OF PERFORMANCE MANAGEMENT

C. HIGHLIGHTS OF THE PERFORMANCE YEAR

D. CHANGING THE CULTURE

E. PERFORMANCE CONVERSATIONS

 

II.         PERFORMANCE PLANNING

A. DEVELOPING THE PERFORMANCE PLAN UNDER NSPS / DCIPS

    -  Purposes and Outcomes

B. REVIEW OF NSPS FORMS

C.GUIDELINES FOR "SMART" OBJECTIVES

........... - weights (N/A in DCIPS)

........... - performance indicators (performance standards)

........... - contributing factors (performance elements)

D. PERFORMANCE PLANNING DISCUSSION

     -  Preparation (employee / manager)

     -  Required topics, tips

 

 

 

III.        MONITORING PERFORMANCE THROUGH COMMUNICATION

A. OVERVIEW

B. TECHNIQUES TO MAINTAIN HIGH LEVEL PERFORMANCE

C. TECHNIQUES FOR PROVIDING CONSTRUCTIVE FEEDBACK

D.TECHNIQUES FOR PROVIDING POSITIVE REINFORCEMENT

E. TECHNQIUES FOR PROVIDING FORMAL COUNSELING FOR PERFORMANCE IMPROVEMENT

 

IV.       INTERIM REVIEW

A. INTERIM DISCUSSION

   -  Purposes and Outcomes

B. HOW OFTEN SHOULD GOALS BE REVIEWED?

C. WHEN SHOULD GOALS BE READJUSTED?

D.  CONDUCTING THE REVIEW

     -  Preparation (employee / manager)

     - Required topics, tips

 

 

V.        THE END OF CYCLE REVIEW

A.OVERVIEW - purposes and outcomes

B.PREPARATION (employee / manager assessments)  

C.CONDUCT THE REVIEW (optional discussion)

 

 

VII.      ANNUAL APPRAISAL CONVERSATION (monetary discussion)

A.OVERVIEW - purposes and outcomes

B.PREPARATION (MANAGER)  

C.CONDUCT THE DISCUSSION

    - Topics and Tips

    - Rationale, business case, employee accountability

 

 

VIII.     KEY LEARNINGS

 

LENGTH:      2 days

 

AUDIENCE:  supervisors and managers under NSPS. Class size not to exceed 25.

SESSIONS:  1 session - 2 days

MATERIALS:           participants receive a working manual of more than 100 pages

 

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PAY POOL PANEL TRAINING (can be modified to fit DCIPS process)

 

Background

Information

 

 

 

 

 

 

To insure that the PPP process works smoothly for the PP Panel, the PP Manager and the PRA, we make the following recommendations:

 

  1. The PP Manager and the PRA support the self assessment approach that is used by Adelis Development Systems and The discussion of this formula can be done via a phone con with Adelis Development, whereby we introduce the formula to the PP Manager and PRA, educating them on its use. The use of a standardized formula will help to insure accuracy, objectivity, and prevent “creative gifting” of ratings.

 

      NO ADDITIONAL CHARGE

 

  1. All PP Panel Members, the PP Manager and the PRA should attend the training so that they are aware of the approaches that are taught, thus insuring all staff at the DMA is working from the same concepts.

 

      NO ADDITIONAL CHARGE

 

 

 

 

OBJECTIVES

At the conclusion of this program, participants will be able to:

 

 

 

CONTENT

 

I.              PP Management Overview

a.            Funding

b.            Shares

c.            Structure

d.            Process

e.            Roles and Responsibilities

 

II.            Business Rules

a.            Administration of the Pay Pool

b.            Sample Rules and Guidelines

 

III.           Pay Pool Process

a.            Panel Review Options

b.            Panel Deliberations

c.            Review and Analysis of Patterns

d.            Best Practices and Various Options

 

IV.          Post Pay Pool Process

a.            Share and Payout

b.            Publication of Results to Employees

c.            Reconsideration Requests

d.            Discretionary Pay Increases

 

LENGTH:                 one day, to be selected based on availability

AUDIENCE:              25

SESSIONS:              1 session

MATERIALS:           participants receive a working manual

 

 

 

 

 

 

 

 

 

 

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ABOUT THE INSTRUCTORS

 

 

Nancy C. Adelis is President of Adelis Development Systems, a performance-consulting firm. She specializes in improving productivity through business-driven human resource initiatives.

In addition, as an Associate of HRD Press, Adelis Development Systems offers a complete process for building managerial competency, a "must" in a quality-driven environment.

Her firm serves a variety of global clients including Horizon Blue Cross Blue Shield of NJ, South Nassau Communities Hospital, Brookdale Hospital, NJ Department of Transportation and TNT Express. For the US Government, she has worked with the Department of Defense, specifically the US Army, the Defense Commissary Agency, DTRA, to name a few. She also conducts business internationally and is fluent in Spanish.

Prior to founding Adelis Development Systems in 1991, Ms. Adelis was the Director of Human Resources for PA Consulting Group a Princeton based consulting company. Before that, she held similar positions with Hoffmann-La Roche, RCA, and the US Office of Personnel Management. She has more than twenty-five years experience in performance based HR consulting.

Ms. Adelis is a certified Senior Professional of Human Resources and holds a Masters Degree from New York University. She Chairs the Advisory Council for Arts and Sciences at Brunswick College, NC and is a Board Member for Operation At Ease for US soldiers in Afghanistan and Iraq. She is an active member of the Society for HR Management and the American Society for Training & Development, and has been selected by the Who’s Who of American Executive Women.

 

 

As an Associate with Adelis Development Systems, Ms. Stephanie Scotti brings more than twenty five years of both public and private sector experience, her consulting experience includes Beneficial Finance, Coopers & Lybrand, PSE&G, Frigidaire, International Paper, Lucent Technologies, AT&T, Shell Chemical Company, Duke University, First Union National Bank, IBM ,Merck & Company, National Association of Convenience Stores, National Institutes of Health.

She has also provided NSPS training to DA organizations to include APG, Ft. Detrick, Ft. Monmouth, USACE Philadelphia and USACE NY.

Her services include:

  • designing and administering feedback/measurement systems,
  • designing and implementing learning and organizational development interventions.

Prior to her consulting position, Ms. Scotti was a Creative Director for a major performance improvement company and an internal consultant on performance and quality issues. Ms. Scotti holds a Masters Degree from Florida State University in organizational communications and management. She is a member of the American Society for Training and Development and the National Speakers Association.

 

 

 

Bonnie M. Westbrook, a management consultant and trainer for Adelis Development Systems, has more than 30 years of Federal Government experience, primarily in the human resources, training, and organizational development fields.   Prior to joining Adelis Development, she served as Assistant Bureau Chief for Management, Wireless Telecommunications Bureau, at the Federal Communications Commission (FCC).  With a staff of 22, she managed the Bureau’s personnel, training, budget, planning, program reporting, and administrative support programs.

 

Prior to joining the FCC, Ms. Westbrook worked in a variety of leadership positions for the Securities and Exchange Commission (SEC) and the Treasury Department’s Bureau of Engraving and Printing (BEP).  In both management and specialist positions, she functioned as an internal consultant regarding organizational effectiveness, human resources, and employee relation issues. 

Specifically in the performance management arena, she has developed performance appraisal and recognition systems for two federal agencies, including the training to implement the systems, and coached managers on dealing with performance and conduct problems. She has conducted numerous NSPS workshops for ISEC at Ft. Huachuca, Ft. Detrick, Ft. Belvoir, and Ft. Lee. In addition she has worked at USMA West Point, Special Ops, Ft. Bragg and the US Department of the Navy instructing in NSPS

Ms. Westbrook earned her Masters Degree and Advanced Graduate Specialist Degree in Counseling and Personnel Services from the University of Maryland. She has presented at the National American Society for Training and Development (ASTD) Conference, local ASTD chapter conferences, the Training Officers Conference, Organizational Development Network, and U.S. Office of Personnel Management Personnel Management Evaluation Conference.

 

 

 

NSPS  & DCIPS CLIENTS

With respect to NSPS Training, Adelis Development has served the US Army Corps of Engineers in a variety of Districts and Divisions (SAD, SAW, SAS, NAP, NAD,) in the implementation of the soft skills surrounding NSPS.  In addition, we have conducted this type of training for IMCOM, Ft. Drum, NY; IMCOM Germany, Special Ops, Ft. Bragg, NC,; CECOM, Ft. Monmouth, NJ; ISEC, Ft. Detrick, MD, Ft. Belvoir, VA, and Ft. Huachuca, AZ, Army Evaluations Center, APG, and Department of the Navy.

DCIPS clients include Fort Bragg – JSOC, USASOC, Fort Monmouth, IMCOM

In 2008-09 alone, Adelis Development has instructed more than 1500 participants on the NSPS system.

 

 

Training Evaluation Reports

SAMPLE

 

 

Class: WRITING SMART OBJECTIVES/

WRITING SELF ASSESSMENTS FOR SUPERVISORS

Location: Norfolk USACE

Instructors:  Nancy Adelis 

Dates: July 30, 2008

_______________________________________________________

 

Evaluation Averages:             Scale - 4-Excellent, 3-Good, 2-Average, 1-Poor

 

Course

   

Achievement of objective

3.86

Variety and organization of topics/subject matter

3.80 

Applicability of ideas, skills presented

 

 

     3.93

Suitability of instructional materials

3.80

Variety of instructional methods used

3.73

to what degree was this course time well spent to enhance your present/future performance

 

3.73

Pace of course

3.60

Length of course

3.53

 

Instructor

 

   

Effectively related subject matter to work situations

3.93

Effectively kept discussions focused on relevant topics

 

3.93

Encouraged course participation and group interaction.

 

4.00

Was considerate of students and responsive to questions.

 

3.86

 

Was knowledgeable of subject, prepared and organized

 

Overall Training

 

 4.00

 

Overall course content & delivery

3.86

 

 

 

 

 

TRAINING EVALUATION REPORT

 

______________________________________________

 

Class: Writing SMART Objectives/Writing Self-Assessments

Location: NHC-DET-Boston, MA – US Navy

Instructors:  Bonnie Westbrook

Dates: June 19, 2008

_____________________________________________________

 

Evaluation Averages:             Scale - 4-Excellent, 3-Good, 2-Average, 1-Poor

 

Course

   

Achievement of objective

3.60

Variety and organization of topics/subject matter

3.50 

Applicability of ideas, skills presented

 

     3.60

Suitability of instructional materials

3.60

Variety of instructional methods used

3.50

to what degree was this course time well spent to enhance your present/future performance

 

3.50

Pace of course

3.40

Length of course

3.40

 

Instructor

 

   

Effectively related subject matter to work situations

3.80

Effectively kept discussions focused on relevant topics

 

3.90

Encouraged course participation and group interaction.

 

4.00

Was considerate of students and responsive to questions.

 

4.00

 

Was knowledgeable of subject, prepared and organized

 

Overall Training

 

 3.90

 

Overall course content & delivery

3.70

 

 

 

TRAINING EVALUATION REPORT

Adelis Development Systems

 

_______________________________________________

 

Class: Writing Self Assessments Under NSPS  

Location: US Army Evaluation Center – Alexandria, VA

Instructors: Stephanie Scotti

Dates: March 9, 2009 – Session 1

____________________________________________________

 

Evaluation Averages:             Scale - 4-Excellent, 3-Good, 2-Average, 1-Poor

 

Course

   

Achievement of objectives

3.90

Variety and organization of topics/subject matter

4.00 

Applicability of ideas, skills presented

 

     4.00

Suitability of instructional materials

3.90

Variety of instructional methods used

3.90

to what degree was this course time well spent to enhance your present/future performance

 

3.80

 

Instructor

 

   

Effectively related subject matter to work situations

4.00

Effectively kept discussions focused on relevant topics

 

4.00

Encouraged course participation and group interaction.

 

4.00

Was considerate of students and responsive to questions.

 

4.00

Was knowledgeable of subject, prepared and organized

 

Overall Training

 

 4.00

Overall course content & delivery

4.00

 

 

 

 

 

 

Class: Getting to Yes Under NSPS

Location: AG 1, Civilian Personnel, East region, Europe Area-Germany

Instructors:  Nancy Adelis

Dates: July 10, 11, 2008

_______________________________________________________

 

Evaluation Averages:             Scale - 4-Excellent,  3-Good,  2-Average,  1-Poor

 

Course & Instruction

   

How would you rate this course overall?

3.89

How did the course cover the subject matter and meet the objectives of the training?

3.86

How did the presentation of course materials and exercises contribute to the effectiveness of the training?

 

 

 

     3.82

Was enough time allotted for questions, discussions and exercises?

26-yes

2- no

Rate the effectiveness of the instructor.

3.82

 

 

AVERAGE RATINGS on a SCALE of 1-6

with 6 as HIGH

 

Rate your knowledge and skill level BEFORE this course.

2.86

Rate your knowledge and skill level AFTER this course.

     4.96

 

 

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Photo Section

nsps europe
HR Elements Manual Getting to Yes, IMCOM Germany Life Cycle Management
europe
Fort Monmouth, NJ Welcome to the USACE Philadelphia
District, 2006
USACE - North Atlantic Europe,
Wiesbaden, Germany - 2007
nsps
Joan Ware, CPAC Director introduces
Employee Session, NAP USACE, 2006
Session - NAP USACE, 2006 Leadership Under NSPS, USACE, 2006
nsps nsps
Counseling Under NSPS, USACE, 2006 Performance Coaching and Counseling Coaching / Counseling under NSPS,
USACE, Wilmington District, 2006
Performance Coaching and Counseling SMART Objectives Developing IDPs, USACE, Wilmington District, 2006

 

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Adelis Development Systems
3863 Ridge Crest Drive
Southport, NC 28461-9059
PH: 910-253-4900
FX: 910-253-4222

Contact Us : info@adelisdevelopment.com

 

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