NSPS Training

NSPS Training for Supervisors and Employees

BACKGROUND:

The Department of Defense is in the process of implementing the NSPS. To support this move, many Defense agencies are implementing "soft skills" training that will enable the supervisors, managers and employees to adapt to the new system and successfully implement it.

Communication is at the core of NSPS, as it requires supervisors and their employees to actively engage in two way dialogue to enable them to achieve the mission. In addition, new Leadership Skills will be needed for supervisors, as they coach, counsel and deal with each of their employees in the manner that best suits the employees' needs.

NSPS Book

Employees will need not only their communication skills, but also their ability to discuss with their supervisors any issues on the performance plan and annual review.

Adelis Development Systems has designed appropriate training programs that support this development need. We will work with you to tailor any module to suit your needs. The programs are described below.

FOR EMPLOYEES:
Effective Communications within the NSPS System
Preparing for a Performance Review Discussion

FOR SUPERVISORS
Enhancing Your Communication and Leadership Skills
Conflict Management & Performance Coaching
Writing Performance Standards
Quality Performance Management
Career Coaching and IDP Development
Preventing Discrimination in Selection And Performance Management

WHAT OUR CLIENTS ARE SAYING

NSPS Evalution Form - Coaching, Counseling and Performance Management under NSPS Dates: 6-7, August 2007

NSPS Evalution Form - SMART – Fort Monmouth Dates: 2-3, August 2007

Deputy Chief of Staff for Personnel	Life Cycle Management Command	Fort Monmouth

Welcome to the USACE Philadelphia District, 2006	USACE - North Atlantic Europe, Wiesbaden, Germany - 2007

For more information on any of these courses, click here to contact Adelis Development Systems.

EFFECTIVE COMMUNICATIONS WITHIN THE NSPS SYSTEM

OBJECTIVES:

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

Joan Ware, CPAC Director
introduces Employee Session,
NAP USACE, 2006

Recognize guidelines for effective communication
Identify barriers to communication
Explain the four personality styles and their impact on communication
Identify their own personality style and and that of their boss
Understand and use active listening skills within the NSPS system
Use active feedback within the NSPS system
Write accomplishment statements that support NSPS
Diplomatically address a supervisor on performance issues

LENGTH: one day

PREPARING FOR A PERFORMANCE REVIEW DISCUSSION - A Practical Program for Employees

OBJECTIVES:

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

Session - NAP USACE, 2006

develop an "atta boy/girl" attitude
prepare their list of accomplishments for the performance year
use the objectives, actions, results, impact, contributing factors, and challenges in developing their accomplishment statements
use simplicity and consistency in developing their self assessment

LENGTH: 1/2 day

ENHANCING YOUR COMMUNICATION AND LEADERSHIP SKILLS

OBJECTIVES:

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

	Leadership Under NSPS, USACE, 2006
	Counseling Under NSPS, USACE, 2006

Identify barriers to communication
Understand and use active listening skills and feedback skills
Explain the four personality styles and their own personality style and that of their boss / employees
Begin to flex their personality style for effective communication
Use models for providing constructive criticism and positive reinforcement to employees
Use a model for effective performance counseling
Explain the difference between X and Y leadership
Identify their own leadership style
Explain the four leadership styles
Identify the development needs of their employees
Select the appropriate style for their employees

LENGTH: 2 days

CONFLICT MANAGEMENT & PERFORMANCE COACHING

OBJECTIVES:

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

	Performance Coaching and Counseling		Coaching / Counseling under NSPS, USACE, Wilmington District, 2006
	Performance Coaching and Counseling

recognize barriers to effective listening and its impact on the speaker
comprehend and assimilate communications received using effective listening skills of empathy, acknowledgment, paraphrase, and summary
provide appropriate response and feedback to the speaker
understand and recognize their personal style of communication (Thinker, Feeler, Intuitor, Sensor)
identify strengths and development areas in their personal communication style
understand the styles of their employees and how they might impact on team effectiveness
explain various elements that support effective “style flex”
explain their conflict management style
use techniques to manage conflict
prepare effective SMART objectives under NSPS
use a model for successful positive reinforcement coaching
use a model for successful performance improvement counseling
use a model for successful coaching and career development
document accomplishments under NSPS

LENGTH: 2 days

WRITING JOB OBJECTIVES

OBJECTIVES:

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

SMART Objectives

understand the impact and importance of job objectives
tie all objectives to the vision and mission of the organization
prepare objectives according to the elements of performance, measures, and benefits
insure all objectives have contributing factors
use the SMART formula for job objectives
involve the right people in writing the objectives

LENGTH: 1 day

QUALITY PERFORMANCE MANAGEMENT

OBJECTIVES:

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

Explain the phases of performance management
Conduct performance planning, midpoint review and annual review discussions
Prepare written delete performance add job objectives under NSPS
Begin to use the coach, counsel and conduct disciplinary actions
Explain how to prepare a PIP, if necessary
Prepare written accomplishment statements under NSPS

LENGTH: 2 days

CAREER COACHING AND IDP DEVELOPMENT

OBJECTIVES:

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

Developing IDPs, USACE, Wilmington District, 2006

explain the difference between counseling and career coaching
develop an action plan for the first career coaching session
conduct a career coaching session
develop an Individual Development Plan for an employee
coach a manager on his/her coaching responsibilities

LENGTH: 1/2 day

PREVENTING DISCRIMINATION IN SELECTION AND PERFORMANCE MANAGEMENT

OBJECTIVES:

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

understand how poor selection practices and performance management can be perceived as discriminatory
identify the challenges that befall managers in the selection and performance management practices
identify techniques that can be used to prevent complaints of discrimination in selection and performance management
coach managers on this important process

LENGTH: 1 day