Employee Performance Counseling (EPC)

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WHAT IS THE EMPLOYEE PERFORMANCE COUNSELING EXERCISE?
Holding personnel accountable for performance, and counseling them when performance problems arise, is essential to effective management, especially in an era of litigation related to termination actions. The Employee Performance Counseling exercise is a unique oral simulation exercise designed to separate those who are skilled in conducting performance discussion meetings from those who only make matters worse by engendering employee anger and resistance. Candidates who have these skills are more willing to openly deal with performance problems when they arise; more likely to correct problems before they get out of control; and far more likely to build a positive work environment and atmosphere where team members are motivated to meet expectations. The Employee Performance Counseling exercise should be seriously considered for every first-level supervisory job, and many mid-management jobs. Highly skilled individuals:

>>>>• Project a participative leadership style
>>>>• Carefully explore underlying problems
>>>>• Listen carefully and respond appropriately
>>>>• Defuse tensions through a calm, open manner

POSITIONS USED FOR?
The Employee Performance Counseling exercise is appropriate for any supervisory/managerial position that has subordinate personnel. However, the exercise tends to be most important in selecting first-level supervisors. Modified versions are recommended for certain occupational groups, There are private and public sector forms of the test.

EMPLOYEE PERFORMANCE COUNSELING USED FOR:
>>>• Any supervisory or management position
>>>• Police: All supervisory/management jobs
>>>• Fire: All supervisory/management jobs
>>>• Transit: All supervisory/management jobs

TEST FORMAT
The Employee Performance Counseling exercise is an oral simulation exercise. It consists of a detailed problem related to the performance of an employee. The assessee assumes the role of the supervisor, and a role player assumes the role of the employee. The assessee must review the background information provided, then meet with the employee to discuss the situation. Assessees are given 20 minutes to review the background information, then up to 15 minutes to meet with the employee. Role players are supplied with detailed information regarding the problem, including explicit instructions on how to relate to the assessee.

SCORING & REPORTING OF RESULTS
MPS does all of the scoring for you. Results are reported in the form of a rank-ordered list of the candidates. In addition, MPS uses a behavioral checklist approach to provide performance feedback for candidates on each of the factors measured. Behavioral checklists include both positive and negative behavioral descriptors, and are designed to assist assessees in identifying strengths, weaknesses, and developmental needs. Results are supplied via email in pdf format.

VIDEOTAPING THE EXERCISE
All necessary instructions and diagrams to properly set up and videotape the exercise are supplied. All that is required is a standard video camera and 1/2" VHS videotaping system and/or digital system to produce a DVD. No camera work is required.

SOME EMPLOYEE PERFORMANCE COUNSELING ISSUES
>>>• Employee Resistance: Identifying and overcoming resistance
>>>• Developing Information: Spotting relationships between issues
>>>• Decision Making: Knowing when sufficient information exists
>>>• Influencing: Determining the most appropriate method
>>>• Accountability: Instilling a commitment to improve.