Supervisory Tools

Managing a Mobile Workforce


We are a workforce who is used to managing by what we see and base output by the number of hours spent in the office.  It is a huge cultural shift to managing by objectives as opposed to line of sight.  This requires you to build trust with your team and be clear about responsibility and accountability. Consider the following to help you focus on the overall objectives of the work:


  • What needs to be accomplished?
  • What are the time frames?
  • What are the action steps?
  • Are the clients satisfied/safe/educated?
  • Were the goals accomplished?

To accomplish the overall objectives of the work, the following components must be utilized:



Time Management

Employees are on the Flex Work Schedule and adjust their starting and ending time surrounding core-operating hours and based on their workload for the day.  All employees must sign in and out in the KRONOS system through their laptop. Please refer to the Flex Work Schedule Policy for more detail.  Employees must also submit weekly schedules detailing work assignments, meetings, trainings, and include time and location of work.  In order for you to ensure that your team is making the best use of their time, it is important to establish and maintain timeframes for work completion which includes benchmarks for tracking progress towards those deadlines.


Use of Technology

The use of technology is key in working remotely.  You will become dependent on it more than ever to perform your job and to stay connected.  It is incumbent upon you to be aware of your own as well as your team’s competency and learning needs around the use of these tools to perform your essential functions.


Communication

Working remotely cannot be accomplished without timely and clear communication.  While these expectations are covered on the telework agreement, supervisors must remind their team of the expectation around the frequency, mediums and efficiency of communication based on the subject of discussion.    


Worker Performance

Supervisors now must assess employees’ performance by what is accomplished based on achievable goals and not by what is seen. 

Using Performance Measures to Monitor and Evaluate Performance

The shift to evaluating an employee’s work based on what is getting done can be achieved by establishing performance measures.  Performance measures have been established for the following position assignments:

Team Coordinator

Practice Specialist

Education Support Center - Education Liaison

Education Support Center - Education Liaison Supervisor

 PREP Social Service Program Analyst

PREP Social Service Program Supervisor

Congregate Care Social Work Services Manager

Employees are expected to maintain a satisfactory performance level while participating in this program.  To assist your team with improving their performance, you may need to periodically observe your team’s daily routine, provide frequent feedback and support, identify areas of concern, identify the educational, supportive, and administrative supports needed, develop a plan to support improvement, use staff meetings to provide peer support, and continually assess performance.  Some of these actions may require you to offer the employee the option to have representation present.  It is important to consult with the Human Resources Office as required. 

 

Copyright 2017 by Department of Human Services