State Form 52403 - Employee Work Profile And Performance Appraisal Report (Page 4 of 6) in pdf

B. PERFORMANCE EXPECTATIONS/GOALS

Expectation/Results (Rank in Order of Importance)

Rating

Performance Expectation #1:

Practice Model Director is responsible for the making sure that all DCS staff embrace and follow the

Indiana Practice Model Statewide including monitoring classroom trainings to make sure all TEAPI

skills are taught to appropriate staff; Manager must review relevant data reports for for each region

to insure that Child and Family Team Meetings are appropriately occurring. If there are challenges,

the Practice Model Director will convey that information to the appropriate Regional Manager and ask

if any assistance is needed to address this issue within the Region. Practice Model Director will also

Meets

assist with developing skills for FCM's necessary to faciltiate team meetings based on feedback and

Exceeds

requests from the Practice Consultants, Peer Coach Consultants or Regional Managers. QSR

Does Not Meet

results must also be monitored to identify any training or support needs. All newly hired FCM's must

become facilitators within 90 days of graduation and Practice Model Director will monitor this

information and develop action plans to address any challenges.

Results:

Performance Expectation #2:

Practice Model Director will supervise the Peer Coach Consultants, providing them with mentoring

and coaching as needed based on performance and will act as a liaison to the Practice Consulants,

Peer Coaches, Central Offfice staff, Stakeholders, other States and outside consultants through

regularly scheduled meetings. This includes facilitating the P-FACT meetings including preparing

Meets

agendas, minutes and following up with all recommendations made. It also includes facilitating bi-

annual meetings with the Practice Consultants and assisting the Practice Consultants with having

Exceeds

Does Not Meet

quarterly meetings with the Regional Peer Coaches. Practice Model Director will prepare agenda

items for consistency across the state and will monitor all minutes to determine if practice model

consistency and fidelity is occurring statewide.

Results:

Performance Expectation #3:

Practice Model Director will be expected to collaborate with and facilitate communication between all

DCS departments pertaining to Practice Model as well as external partners where appropriate. This

can include serving on various committees and facilitating meetings with the Deputy Directors of

Field Operations, Staff Develoment, Practice Support, Programs and Services, and Communciations.

This includes maintaining agendas, minutes and any other material related to the Practice Model. It

also includes accommodating requests from outside agencies for information related to the Practice

Meets

Model which may include providing presentations, demonstrations, and or written documentation.

Exceeds

Manager should maintain statistics regarding what is accomplished under this expectation In

Does Not Meet

addition, Practice Model Director will work closely with the designated Training Supervisor to insure

fidelity regarding practice model within staff development, as well as within the newly formulated

Resource and Adoptive Parent Training unit.

Results:

Performance Expectation #4:

Practice Model Director will be expected to participate in training new staff or supervisory staff when

appropriate. Evaluations received from trainees should average 3.8 (out of 5.00) for training

provided. Practice Model Manager will also be expected to serve as subject matter expert in any

curriculum reviewed or developed which impacts on practice model which includes understanding all

of DCS policy as it relates to Practice Model in close collaboration with Practice Support staff.

Meets

Requests for curriculum review must be completed within established timeframe. Practice Model

Exceeds

Manager will continue to research best practice in this area and provide updated information to

Does Not Meet

curriculum writers as appropriate and relevant. Practice Model Manager will also be a facilitator for

the Leadership Academy for Supervisors and assist the Training Manager as necessary with this

supervisory leadership program.

Results:

Performance Expectation #5:

Practice Model Director will regularly review Practice Indicators by Region and identify any

Meets

modifications necessary for Practice Model fidelity and effectiveness. If problems are identified,

Exceeds

Practice Model Manager will be expected to develop an action plan together with a timeline to

Does Not Meet

address the issue, incorporating tasks for the reigonal Peer Coach Consultant to complete.

Results:

State Form 52403 - Employee Work Profile And Performance Appraisal Report Page 4

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