[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-191385-105":53,"doc-detail-191385-en":125},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":58,"keywords":59,"description":60,"schema_data":61,"social_meta":118,"head_meta":120,"extra_data":122,"updated_unix":124},105,"en","aps-for-staff-members-2015-miis-handouts","","This document outlines the performance management cycle for staff members in 2015, including key dates and feedback mechanisms. It details the stages of the cycle from January to December, emphasizing the importance of continuous feedback and coaching, with a specific mention of a six-month informal review. The document also includes a performance rating scale, ranging from \"Significant improvement required\" to \"Exceeded job performance expectations,\" with clear descriptions for each level. Additionally, it provides guidance on setting expectations for the entire job role and introduces the SEER writing method (Summarize, Elaborate, Example, Restate) as a tool for effective communication and feedback, illustrated with an example of a strength in handling difficult calls and resolving customer issues.",{"@graph":62,"@context":117},[63,79,100],{"@type":64,"itemListElement":65},"BreadcrumbList",[66,70,73,76],{"item":67,"name":68,"@type":69,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":71,"name":10,"@type":69,"position":72},"https://docshare.wps.com/template/",2,{"item":74,"name":51,"@type":69,"position":75},"https://docshare.wps.com/template/general/",3,{"item":77,"name":58,"@type":69,"position":78},"https://docshare.wps.com/template/aps-for-staff-members-2015-miis-handouts/191385/",4,{"url":77,"name":58,"@type":80,"image":81,"author":86,"headline":58,"publisher":89,"fileFormat":92,"inLanguage":57,"description":60,"dateModified":93,"datePublished":94,"encodingFormat":92,"isAccessibleForFree":95,"interactionStatistic":96},"DigitalDocument",{"url":82,"@type":83,"width":84,"height":85},"https://docshare.wps.com/thumbnails/aps-for-staff-members-2015-miis-handouts/191385.png","ImageObject",442,249,{"name":87,"@type":88},"Genevieve","Person",{"url":67,"name":90,"@type":91},"DocShare","Organization","application/pdf","2026-10-01","2026-09-03",true,{"@type":97,"interactionType":98,"userInteractionCount":78},"InteractionCounter",{"@type":99},"ViewAction",{"@type":101,"mainEntity":102},"FAQPage",[103,109,113],{"name":104,"@type":105,"acceptedAnswer":106},"What are the key phases of the performance management cycle outlined in the document?","Question",{"text":107,"@type":108},"The performance management cycle spans from January to December, with specific emphasis on goal setting, feedback, coaching, and a six-month informal review. The initial phase from January to March 31st focuses on APS & Goals, feedback & coaching, and the six-month informal review.","Answer",{"name":110,"@type":105,"acceptedAnswer":111},"What are the different performance rating levels described in the document?",{"text":112,"@type":108},"The document outlines four performance rating levels: \"Significant improvement required,\" \"Approached job performance expectations,\" \"Achieved job performance expectations,\" and \"Exceeded job performance expectations.\" Each level provides a description of the employee's performance in terms of work results and interpersonal effectiveness.",{"name":114,"@type":105,"acceptedAnswer":115},"What is the SEER writing method, and how is it applied?",{"text":116,"@type":108},"The SEER writing method, which stands for Summarize, Elaborate, Example, and Restate, is presented as a tool for effective communication. It is demonstrated with an example showing how to articulate a strength, such as handling difficult calls, by summarizing the skill, elaborating on it with specifics, providing a concrete example of its application, and restating its value.","https://schema.org",{"og:url":77,"og:type":119,"og:title":58,"og:site_name":90,"og:description":60},"article",{"robots":121,"canonical":77},"index,follow",{"doc_id":123,"site_id":56},191385,1790535270,{"code":4,"msg":5,"data":126},{"doc_id":123,"user_id":127,"nickname":87,"user_avatar":128,"doc_module":9,"category_id":50,"category_name":51,"doc_title":58,"doc_description":60,"doc_content":129,"file_id":130,"file_url":131,"file_type":132,"file_size":133,"view_count":78,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":134,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":60,"update_tm":139,"read_time":47},1374391974585,"https://ap-avatar.wpscdn.com/davatar_276721f389ce27ea32af1340a28f341c","| Performance Management Cycle |  |  |\n| --- | --- | --- |\n| | April | December |\n| January – March 31st\u003Cbr>\u003Cbr>APS & Goals\u003Cbr>feedback &\u003Cbr>coaching\u003Cbr>6 month informal review\u003Cbr>feedback &\u003Cbr>coaching |  |  |\n\n\n| Significant improvement required\u003Cbr>Performance was not effective with regard to work results &/or interpersonal effectiveness | Approached job\u003Cbr>performance\u003Cbr>expectations\u003Cbr>Effective performance in some but not all areas with regard to work results &/or interpersonal effectiveness | Achieved job performance expectations\u003Cbr>Effective performance with regard to work results & interpersonal effectiveness | Exceeded job performance expectations:\u003Cbr>Achieved job performance expectations and significant accomplishment(s) with respect to work or interpersonal results |\n| --- | --- | --- | --- |\n\n\n| Set Expectations for the Whole Job |\n| --- |\n| \u003Cbr>|\n\n| The SEER Writing Method |  |\n| --- | --- |\n| • Summarize\u003Cbr>• Elaborate\u003Cbr>• Example\u003Cbr>• Restate | \u003Cbr>“One of my strengths is handling difficult calls. I have been told that I remain calm, listen to concerns, and come up with good solutions. One of our biggest customers was ready to leave us, but they stayed after I was able to resolve the delivery issue on the Cosmo project. I feel that my ability to understand and solve problems has helped improve our service.” |","cbCaio8FhmiLI0o8","https://ap.wps.com/l/cbCaio8FhmiLI0o8","pdf",130620,13,"English","# Performance Management Cycle\n# Performance Rating Scale\n# Set Expectations for the Whole Job\n# The SEER Writing Method","[{\"question\":\"What are the key phases of the performance management cycle outlined in the document?\",\"answer\":\"The performance management cycle spans from January to December, with specific emphasis on goal setting, feedback, coaching, and a six-month informal review. The initial phase from January to March 31st focuses on APS \\u0026 Goals, feedback \\u0026 coaching, and the six-month informal review.\"},{\"question\":\"What are the different performance rating levels described in the document?\",\"answer\":\"The document outlines four performance rating levels: \\\"Significant improvement required,\\\" \\\"Approached job performance expectations,\\\" \\\"Achieved job performance expectations,\\\" and \\\"Exceeded job performance expectations.\\\" Each level provides a description of the employee's performance in terms of work results and interpersonal effectiveness.\"},{\"question\":\"What is the SEER writing method, and how is it applied?\",\"answer\":\"The SEER writing method, which stands for Summarize, Elaborate, Example, and Restate, is presented as a tool for effective communication. It is demonstrated with an example showing how to articulate a strength, such as handling difficult calls, by summarizing the skill, elaborating on it with specifics, providing a concrete example of its application, and restating its value.\"}]","aps-for-staff-members-2015-miis-handouts | PDF",1788408316]