Fulfilling the Public’s Trust: Quality. A basic key to providing excellent public service is the quality of work. Accuracy, timeliness, and exceeding user expectations are essential measures of quality.
Like all governmental institutions, courts are accountable to the public they serve for their performance. What is accountability? It is being responsible for the fulfillment of obligations and being called to account for actions in the discharge of duties. The work courts do to fulfill the public's high expectations in the delivery of justice is the key to public trust and confidence in the courts.
Is YOUR Court or Organization a High Performing One? A group of court colleagues is currently developing information about “high performing” courts to provide underlying concepts with practical applications. We are requesting your response. Is YOUR court a high performing court? What did you (or others) do to make it “high performing?” What does that … Continue reading A Court Leadership Question For You…
I am participating in a National Association for Court Management Workgroup that is reviewing and recommending updates to the NACM-Core "Workforce Management" curriculum (https://nacmcore.org/curriculum/workforce-management/). The workgroup will be editing sections of the curriculum over the next couple of months. In case you are not familiar with the scope of the Workforce Management, it primarily covers … Continue reading NACM-Core Workforce Management Review — Help is Welcome!
How Do You Effectively Manage Critical or Negative Feedback? Weigh In with Your Tips and Lessons! This question has to do with how we as court leaders respond to less than positive information about our performance. Norman Meyer has written about “Breaking Through Verbal Communication Deadlocks” (see the October 2, 2018 posting on http://www.courtleader.net .In … Continue reading A Court Leadership Question for You…
Key design considerations for performance appraisals, including appropriate use of rating scales, 360-degree evaluations, and more.
Most employee performance appraisal systems are terrible -- focusing on ongoing coaching and the individual employee, not the organization, are some critical elements.
Employee performance appraisals are at best mediocre, if not terrible-- and we persist in making them so. Why?