Build your own understanding of an employee’s work. Review the attached document, “Teacher Feedback Session – Facilitator Guide.” This is a work product provided to you by a manager in the Office of Strategy and Academics. The manager has performance concerns for the employee who produced this product and has asked for your consulting support. Use the resource “Central Office Success Profile Progressions” to help guide your review. The employee falls into the “Project Staff/Supervisor” success profile.  Draft an email back to the manager. Create a summary of your feedback on the work. Which elements, if any, are effective? Which elements, if any, are ineffective? How can the product be improved to meet the behaviors identified for the Success Profile? Craft an email (no more than one pages) that provides your insights to the manager. Offer to meet in person to discuss and plan performance management supports for the employee. Prepare for the meeting. Craft a detailed agenda (one page) that outlines what you’ll accomplish together and the approach you’ll take. Be sure to include the questions that you plan to ask of the manager. To summarize, you should submit two documents – an email and an agenda, in the form of word documents.  BACKGROUND BEFORE THE SCENARIOS BEGIN: The District is led by more than 250 school-based and 160 centralized people managers. The Performance Management team is designed to ensure that all people managers implement continuous improvement structures that drive alignment between expectations and outcomes. This work enables managers across the District to respond more effectively to performance issues and allows us to strengthen our leadership talent pipeline. Our team provides technical and adaptive supports to managers to maximize the power of manager/employee conversations, feedback, recognition and formal evaluation. The Assistant Director, Performance Management role therefore requires skill in setting a rigorous bar for high quality work across employee profiles, as well as equipping managers to leverage performance management strategies for staff development. The impact of our work will be continually measured via correlation metrics between quantitative and qualitative performance measures (such as student achievement and classroom observations), and survey results about perceptions of performance management structures across district staff. We use several tools to help build clarity of performance expectations, including role-specific job descriptions, Success Profiles designed to illuminate effective practices across levels of seniority, and evaluation rubrics. This scenario represents situations that may occur while the Performance Management Team executes on this priority.

  discuss the following prompt with 2 direct quotes from Eric Foner's Give Me Liberty.   Prompt: Was Reconstruction a success or a failure? Or was it something in between? In your response, consider land policy, key legislation during Presidential and Radical Reconstruction, southern politics, racial and political violence, and northern “fatigue” with Reconstruction. Be sure to make clear what you mean by success and failure. this is the link to the give me liberty.https://ushistory1865present.files.wordpress.com/2... here is the info of vlo2 Give Me Liberty: An American History, Vol. 2: 1865 to the Present ISBN 978-0393920314 Author: Eric Foner