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6)

Observe the work of counselors and provide feedback. Attachment C

7)

Develop a method of feedback that provides positive as well as constructive comments to improve performance.

8)

Develop a learning plan.  Attachment D

9)

Teach, train and mentor.

10)

Review progress; re-observe counselor performance

11)

Update the learning plan, celebrate successful performance improvement.

5. RATING COUNSELOR PERFORMANCE

In this section reference will be made to:

  1.  Rating forms

  2.  Rubrics

  3.  Tap 21

In order to begin the process of assessing counselor performance it is necessary to establish a starting point or a base line.  Rating forms and the rubrics can be used for an assessment of the counselor's skills in each of the competency areas in the TAP 21.  To avoid complications with the Human Resources Department in the agency, performance ratings should be completed only in those areas indicated in the counselor's job description.  Prior to any ratings, it may be necessary to review the job description to complete any needed updates for consistency.  The assessment should focus on those areas indicated in the job description.  The clinical supervisor may complete the rating forms if he/she is familiar with the work of the counselor. The counselor may complete a "self assessment".   A comparison might occur between the perspective of the counselor and the supervisor as they review each other's rating forms.  Any discrepancies within those ratings could indicate a need for observation.

Rating Forms and the Rubrics are specific to the TAP 21 competencies.  Although in a different format, each will provide an opportunity for assessing counselor performance.  Choose either the rating forms or the rubrics or if there is value in using both, that too may provide more specific

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