Which is all well and good until you get a grievance from little Jonnies Mum and you need to articulate why you didn’t promote them.
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Because Little Jonnie unfortunately didn’t quite make the mark this time, but he knows where he needs to improve and how we’re going to achieve that because we’ve had those ongoing discussions, and if you need me to repeat that to you as well Mum no dramas. Easy.
It’s been made very clear I. My Wing that such conversations and decision must be auditable, if not you won’t be supported by WHQ. (One of my cello Squadron Commanders had a Cadet promoted on the orders of Wing for that very reason).
How can every conversation you have with a cadet about their progression be auditable? Record every conversation? A transcript of every conversation? As long as the advice you’ve given is fair, clear and you give the time to all cadets to help their progression I can’t see any issue. Plus a Wing order to promote a cadet doesn’t show much trust in an OC or their team. I should add that I hugely advocate promotions on a Sqn being a discussion with all staff and not just the OC’s decision with no other input.
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We have a book that’s detailed the negative conversations I.e. You’ve been an idiot… This is what’s expected… If you do it again this will happen here’s the current actions being taken Allows us to track cadet code of conduct processes if needed
This sounds sensible. The sort of conversations I’m talking about are training related not disciplinary of course. Disciplinary is a whole different thing.
I think with training it’s important to have some form objectives set to achieve and they should be documented to review against.
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Gonna scare your staff. Performance Action Plan means they are about to be shown the door.
Never do a performance review with the NCO’s, far too many issues, and this isn’t work. I always think though if your out and about and get involved, you soon see where the areas they need to work on are. Hopefully then a quiet word, and use activities to give them the opportunity to grow, job done. Anything else or negative is likely a disciplinary matter and we have a policy for that.
As for promotions? Hold a simple board interview, agree questions before. Ask them all the same questions, record answers, board discuss outcome, make decision, keep paperwork in case.
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Preach.
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Maybe not, but I’m sure I read somewhere that we were going to
I don’t see anything wrong with setting people objectives and measuring their performance against those objectives. The advantage you get by writing things down is that you have an auditable record that you can point to if you get accused of favouritism and you have something to work from when you want to set objectives for the future.
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@daws1159 I suspect you would need to have a parent present or at least their sign off as this would be something similar to a school plan.
We’ve had friends where their children have been subject to these in school and the school has failed to deliver. Not a happy time for them.
Also while we may have the training for later remit, this is one thing they don’t need as teenagers in a youth group.
What complete and utter tosh
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It’s a professional discussion, not a disciplinary. Now if you are giving them action plans based upon conduct then that is all well documented on Sharepoint and you would need a parent to be informed if not present. To give someone an action plan for their performance, to help them be better at their job you just get on with it and document it.
Also, it’s not really that different to just a conversation;
“Sir, what do I need to do to be promoted to Sgt?”
“Well cpl, I’d like to see you contribute a regular night to the training program, with lesson plan, and get a sharper crease in your trousers.”
All you’re doing is writing it down. Then in 6 weeks checking if they’ve made progress.
We’re doing this all the time, just probably without documenting it.
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This is exactly what I’m in about!!!
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Exactly, it’s about having an auditable record of the development process.
Yes, so why on Earth would a parent need to be there?
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They shouldn’t… They should only be involved if being dismissed form the Sqn is on the cards… Its not for them to be involved with demotion regardless if it upsets them or not
They wouldn’t, at least not in my opinion. (Unlike discipline which is a very different process).