Progressive Employee Counseling (PEC)

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WHAT IS THE PROGRESSIVE EMPLOYEE COUNSELING EXERCISE?
What happens when an employee has been counseled once but the employee's performance problem continues, or perhaps gets worse? Typically, a second counseling session is in order. The situation has now changed, however. The employee has not responded. The second counseling session is bound to be more tension-filled than the first session, and the supervisor's skills will no doubt be subjected to a greater test than in the first meeting. The Progressive Employee Counseling Exercise tests these skills by placing candidates through the initial counseling exercise, followed by a second meeting with the employee (role player). The candidate is given information regarding how the employee performs following the first counseling session, and must integrate all available information in conducting the second counseling session. Candidates who are highly successful in conducting the Progressive Employee Counseling are well-suited to managing the variety of real-world performance situations that supervisors and managers encounter. Highly skilled individuals:

>>>>• Vary their leadership style based on the situation
>>>>• Develop sufficient information to make a decision
>>>>• Listen carefully and probe underlying issues
>>>>• Clearly communicate issues and expectations
>>>>• Maintain control and keep the meeting focused

POSITIONS USED FOR?
The Progressive Employee 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.

PROGRESSIVE EMPLOYEE COUNSELING EXERCISE USED FOR:
>>> • Manager/Supervisor: Any department/level
>>> • Police: All supervisory/management jobs
>>> • Fire: All supervisory/management jobs
>>> • Transit: All supervisory/management jobs

TEST FORMAT
The Progressive Counseling exercise is an oral simulation that consists of two components: (1) an initial counseling session with the employee (role player); and (2) a follow-up counseling session conducted (presumably) at a later date due to the employee's ongoing performance problems. Prior to each counseling session, assessees are given 20 minutes to review background information pertaining to the employee's performance record and specific performance issues. Each performance counseling session with the role player requires on the order of 15 minutes. Role players are supplied with detailed information regarding each meeting, including explicit instructions on how to relate to the assessee. A role player training videotape is also supplied.

One common supplement to this exercise is to have assessees write a REPORT FOR HIGHER MANAGEMENT following their second meeting with the problem employee (role player). Reports are rated on problem analysis, decision making, and written communications.

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.

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. No camera work is required.

SOME PROGRESSIVE EMPLOYEE COUNSELING ISSUES
>>> • Evaluating Progress: Developing current facts and problems
>>> • Decision Making: Exploring appropriate alternatives
>>> • Accountability: Developing an understanding of expectations
>>> • Motivation: Techniques for gaining commitment to improve
>>> • Management Control: Follow-up actions and methods