PEAC Performance Excellence and Coaching System Update
Enhance organizational performance with the PEAC system that aligns individuals with strategic priorities, sets clear expectations, and fosters leadership development. Over 1300 officers and supervisors trained across locations, facing challenges of coaching culture and competency alignment. Prepare for system handover in September with a focus on Salvation Army mission and values for success.
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Presentation Transcript
National Advisory Board Update May 2016
PEAC Purpose Align people and work with our mission, strategic priorities, and values Assess performance against a set of expectations, objectives and measures Motivate and coach people to inspire commitment andPerformance Excellence
PEAC Objectives 1. To improve the performance and culture of the Salvation Army by linking strategic priorities and objectives with individual performance objectives 2. To set clear expectations and stretch targets for performance 3. To develop leadership and technical/functional skills 4. To identify strengths, developmental needs and career/job interests 5. To establish a framework for: i. an objective performance discussion; and ii. input to our succession planning process and commitments 6. To mentor officer/employee growth
PEAC Design 1. Respecting unique covenant between Officers and the Army, develop one common PEAC form and process for both officers and employees: Supplement with developmental process for officers based on competencies 2. Process developed as simply as possible based on purpose, principles and objectives: Includes self-assessment and optional 360 feedback as inputs 3. Reinforce commitment to develop coaching skills of everyone The PEAC (Performance Excellence and Coaching) development system for officers and employees is well underway and well received in the Canada and Bermuda territory
PEAC Update Approximately 1300 officers and supervisors will have been trained in 36 locations across the territory by next month, each training session has evaluated effectiveness: I appreciate that PEAC is coaching based as this gives better input from and opportunities for the employees. This approach has been a long time coming but it is necessary and vital. All leaders need to buy into this and implement it. I wish we had this system years ago. It is an excellent tool to align job responsibilities with the organizations expectations. The PEAC system has changed the nature of my conversations with staff. It helps them to see that we are intentional about them excelling in their work, and to let them know that we are committed to helping them succeed. 5
PEAC Challenges Determining Merit Unionized Environments Frontline workers Coaching Culture Competencies 6
PEAC A key part of the training experience has been the emphasis on Salvation Army mission, values and priorities. At the time of hand over of the PEAC system in September, a report will be prepared for Territorial Management addressing the metrics and any gaps in the system that may prevent the PEAC system from being successful. 7
