Running mind: EFFECTIVE PERFORMANCE TOOL1
- Obispo, Stacey L.
Effective Performance Tool
The job performance tool selected for mental health care counselor assessed performance on core competencies had a need to conduct the job effectively and on organizational goals. The competencies were depicted through the united states Department of Labor's job explanation of mental healthcare employees and from KSAOs produced from The National Center for O*NET Development on mental health counselors. The formatting of the performance review contains 4 Parts. Part 1 addresses the prior review period and encompasses organizational goals and key tasks the mental healthcare worker was independently responsible for. Part 2 includes primary competencies for the work of mental health counselor. These competencies include clinical analysis, use of guidance theory and techniques, turmoil management, legislations and ethics, billing and insurance and professionalism and reliability. Within these competencies evaluation of task concentrate, trait concentration, and competency concentration is made. Part 3 includes future goals to be completed by the next review period for the mental healthcare worker. These goals are focused on supporting the aims of the organization and its objective and client needs. Although Part 3 is not have scored, it sets expectations for goals to be accomplished along with a timeframe to take action base on the level of concern. These goals are then graded on the next year's review in Part 1. Part 4 includes developmental goals and opportunities for the mental health care counselor. The goals in Part 4 reference the next: performance progress, performance enrichment, and career development or professional expansion.
The performance tool was made to assess performance and efficiency through specific job duties, qualities, and competencies had a need to perform the job role of mental health counselor. The performance tool was preferred because it measured performance predicated on the job role and also performance based on organizational goals. The author felt the performance tool was detailed because it ensured the organizational goals and needs were being met in Part1 while making sure specific traits, tasks and competencies were being satisfied in Part2. The performance tool leads the staff in understanding where in fact the organization is going because it gives the mental health counselor specific goals that are linked with those of the business partly 3. These goals are measured within the next performance review period as Part 1. Furthermore, Part 3 allows the employee to be always a part of placing future goals. Although Part 4 will not evaluate performance it is a great feature since it gives the staff an opportunity to exhibit what areas they may need developmental support in or express their needs for career progression. Part 4 allows the organization a way to help develop the employee in areas that may need improvement and allows them a way to strategically plan what employees may be prepared to satisfy other positions as they become available
The performance appraisal of Mental Health Counselor will be assessed by utilizing a 5 point scale. The worthiness on the size is to be circled aside from the part item that is being rated. This is of the size is below.
Scale for Overall Scoring
Overall Score For Parts 1 & 2
Job performance goals and job success factors determined by manager or supervisor.
Employee Personal ___________________________________________________
The performance appraisal contains two parts. Part 1 covers performance contributions towards organizational goals /key tasks. These goals and obligations were established at the beginning of the new review period. New goals should be remarked through this section.
Part1: Last Review Period's Organizational Goals (School of California Berkeley, 2015):
Part 2: Core Competencies needed to perform the job function of Mental Health counselor.
Part: 3 Future Goals:
Write performance goals for the current performance period to be examined. These different goals should support those of the business. The priority will be mentioned (i. e. High-Medium-Low) for every single goal based on organization goals, mission, and customer need (University of California Berkeley, 2015):
Part 4: Development Plan
Document developmental goals and opportunities for the Mental Health Care Counselor in the package bellow. Developmental goals should guide the following: performance improvement, performance enrichment, and profession development or professional growth (University or college of California Berkeley, 2015).
National Center for O*NET Development. 21-1014. 00. O*NET OnLine. Retrieved February 3, 2015, from http://www. onetonline. org/link/summary/21-1014. 00
University of California Berkeley. (2015). Total annual performance review: Professional staff. Retrieved from http://hrweb. berkeley. edu/performance-management/forms
University of Toledo. (n. d. ). Clinical mental health counselor last evaluation: Section of counselor education and university psychology. Retrieved from http://https://www. utoledo. edu/. . . /Intern_Clinical_Evaluati. . .
US Division of Labor. (2014, January 8). Mental health advisors and matrimony and family therapist. Retrieved from http://www. bls. gov/ooh/community-and-social-service/mental-health-counselors-and-marriage-and-family-therapists. htm#tab-1
The pursuing is the work explanation of Mental Health Counselor as identified by the united states Office of Labor (2014):
- Help individuals manage and overcome psychological disorders and issues with their family connections.
- Ask questions and listen to clients in order to help identify clients problems so that strategies can be developed to boost clients lives.
- Evaluate, diagnose and treat mental and mental disorders.
- Inspire clients to speak about their experiences and emotions
- Aid clients in adjusting to changes in life and control reactions
- Guide clients in creating strategies and skills to deal and change behavior
- Support clients to make decisions about their future
- Synchronize treatment with psychiatrist and sociable workers
- Refer clients to other services and resourced within the community that the mental health counselor cannot treat.
- Use counseling theory and ways to help clients
- Help clients get over disorders and help the ones that cannot defeat disorders deal with them.
- Work with insurance firms for payment
- Address issues of do it yourself- esteem craving, and compound abuse
The pursuing is KSAOs are defined for mental health counselors by The Country wide Center for O*NET Development's site:
- Knowledge necessary for the position was defined by knowing: mindset, therapy and guidance, British knowledge, customer and personal service, sociology and anthropology, clerical, education and training, viewpoint and theology, legislations and federal, and administration and management.
- Skills were defined as active listening, sociable perceptiveness, speaking, critical thinking, view and decision making, monitoring, writing, reading understanding, and persuasion.
- Abilities included: oral comprehension, oral expression, problem sensitivity, inductive reasoning, written comprehension, written appearance, deductive reasoning, talk clarity, speech identification, and fluency of ideas.
- Other characteristics needed for the work role include: education which requires the completion of graduate university like a maters' degree, Ph. D. , M. D. , or J. D. The job role requires considerable skill, knowledge, with least 5 many years of experience. Individuals that are social, artistic and investigative are a good fit for the position.
The following includes tasks described for mental health counselors by The National Middle for O*NET Development's site:
- Maintain privacy of records linking to clients' treatment, inspires clients to speak about their feelings and converse about what is occurring in their lives
- Aid clients in expanding insight into themselves and their relationships
- Gather facts regarding clients over conversations, surveillance or assessments
- Evaluate patients for threat of suicide attempts, record and keep maintaining client-related paperwork such as patient diagnostic accounts, and records regarding progress
- Record, report, and maintain all necessary treatment records and reports
- Advise clients independently or in group trainings, to support overcoming dependencies, changing to life, or making changes
- Chaperone clients in the introduction of strategies or skills so they can deal with their problems
- Execute crisis interventions with clients.
- Create and implement treatment programs founded on knowledge and scientific experience.