Per our text there are six appraisal methods that are missing from the performance management package at the Modern Office Supply, such as:
• Inaugurate performance principles for each position and employee.
• Communicate expectancies with employees by having a clear detailed explanation maybe something written that can be given to the employee, or through video presentations that requires the employee to answer a few questions after viewing to verify the they understand the tape and what their job requires for production.
• Determine how to measure the employee’s performance where management/supervisor use observation, oral, written, and numerical reports that will reflect data pertaining to the employee’s work.
• Evaluate the performance with standards that will show variations between what is expected and what has been completed.
• Talk about the appraisal weather good or bad with the employee because this is where they’re informed how their preforming on the job. It also, gives the opportunity for feedback.
• Prompt corrective action to improve the work performance of the employee (DeCenzo, 2016).
These procedures can set up the guidelines for both Modern Office Supply and its employee with the processing performance appraisals. It will prevent the organization to from generalizing and to have explicit detailed appraisal for every position allowing for a fair assessment. The discussion with the employee is a critical stage for the development of the employee. Again, it is the moment that allows the opportunity for feedback between management and employee.
A good morale booster would be to give recognition to the workforce whenever they are meeting the specific goals of the organization such as during the appraisal, express that their doing a great job.
To avoid any perception of discrimination, that the employee in the case study alleged that he was being mistreated because of his evaluation, where he compared himself with the other employees in his department. This is where management and supervisors need to be retrained in completing performance reports. These reports need to fit the individuals position and should reflect the exact work performance because there is a requirement that assessments should be free of prejudice and the details are linked to the specific role and performance.
Because the form is measure by using numerical from 1-5 which are unclear in their estimation in assessing an employee’s performance. The comment section only allows a general assessment, but it should permit spacing that give the assessor the space needed to really record more information like if they feel more training is in order to improve behavior or work practices for the employee.
1. I would revise the form with employee name, job title, and department.
2. Performance review period: From Date: To Date:
3. Written by: Title: Department:
4. Then change the job skill selections to:
• Job knowledge
• Quality of work
• Productivity
• Dependability
• Appearance
• Communication
5. Change the description of the rating such as:
1. Exceeds expectations
2. Above expectations
3. Meet expectations
4. Need improvements
5. Unsatisfactory
These changes to the form will permit each assessment to be customized to fit each job and allow all evaluation to provide individual information for a better appraisal. Comment sections should be extended to allow for a more detailed explanation for whatever rating each point is made on the assessment. This can be the tool in helping with employee’s development.
A graphic rating scale is a commonly used scale system for performance appraisals. The scale typically features a scale of 1-5 (Lunenburg, 2012). I would suggest they continue to use the graphic rating scale appraisal because it’s what they are presently using. But I would change the ranking descriptions.
Job Performance Form
Employee Name: Gale Job Title: Driver Department: Delivery
Written By: Sherry Best Title: Supervisor Department: Shipping
Instructions: please review each employee performance and select the description that best describe the overall performance. Please provide supporting comments. This appraisal focuses on factors that determines the quality of the performance and may require extra training and professional development.
Job Knowledge: The employee understands his/her specific job responsibility and general goals of the Modern Office Supply.
1. _x_ Expect expectation
2. __ Above expectation
3. __ Meet expectation
4. __ Needs improvements
5. __ Unsatisfactory
Comments:
Gale understands his duties and what is expected of him. He knows his route and the what the customer like.
Quality of Work: The employee understands his/her specific job responsibility and general goals of the Modern Office Supply.
1. __ Expect expectation
2. __ Above expectation
3. __ Meet expectation
4. _x_ Needs improvements
5. _x_ Unsatisfactory
Comments:
Re-training is required because have received several complaints of rudeness and late deliveries. Must improve by next performance appraisal. Gale has received a written notice at this time.
Productivity: The employee understands his/her specific job responsibility and general goals of the Modern Office Supply.
1. __ Expect expectation
2. _x_ Above expectation
3. __ Meet expectation
4. __ Needs improvements
5. __ Unsatisfactory
Comments:
Would like to see Gale move his productivity up a little more. He’s performing alright, but he can pick it up a bit.
Dependability: The employee understands his/her specific job responsibility and general goals of the Modern Office Supply.
1. __ Expect expectation
2. _x_ Above expectation
3. __ Meet expectation
4. __ Needs improvements
5. __ Unsatisfactory
Comments: Has not missed any work days. But have to address the tardiness of the deliveries.
Appearance: The employee understands his/her specific job responsibility and general goals of the Modern Office Supply.
1. __ Expect expectation
2. _x_ Above expectation
3. __ Meet expectation
4. __ Needs improvements
5. __ Unsatisfactory
Comments:
Overall appearance is alright. Uniform is always clean and presentable.
Communication: The employee understands his/her specific job responsibility and general goals of the Modern Office Supply.
1. __ Expect expectation
2. __ Above expectation
3. __ Meet expectation
4. _x_ Needs improvements
5. __ Unsatisfactory
Comments:
Have reports of Gale being rude to customer and coworkers. This is a behavioral situation that needs immediate result. Will talk with Gale and try to find out what may be the problem, then help find a solution. Gale is a good employee just need a little redirection.
Employee Signature: Date:
Assessor Signature: sherry Best Date: 4/16/18
Managers should be able to develop performance appraisal as well as creating them to be useful interaction which can also be a tool for employee’s development for the requirements of their position (HRM Express, n.d.). Appraisals assist managers to prepare assessments to evaluate employee with efficient for potential promotions. But if the manager is the one receiving the performance appraisal the process should be more detailed to include employees who also work under them. A behaviorally anchored rating scale are used to bring the advantages of both quantitative and qualitative data to employee appraisal process. The BARS merge key elements from vital information plus the graphic rating scale that makes a comprehensive appraisal system used for managerial positions (MBA Skool, 2017).
The first example of an hourly employee performance evaluation has all important information such as the employee name, and employee number, department and dept. #, title, date of hire, supervisor and the period evaluation along with the type of evaluation. It has clear instruction and definition for the rating. It’s not rated by numbers. This form has several sections with additional information’s that is easy to understand. Ending with a summary of the whole evaluation and signatures of the required parties (Cocoa Florida, 2016).
The second example of an hourly employee performance appraisal is a little different, it starts the same at the bringing, but the ratings are outstanding, exceeds expectation, meets expectation, and needs improvements but the job skills have a detailed explanation with specific information. this form also includes an area with a chance for the reviewer to express can direct attention to certain attributes of the employee:
1. Accomplishments or new abilities demonstrated since the last review.
2. Specific areas of needed improvement.
3. Recommendations for development.
What I found is that this form has an area where it documents when the assessment was reviewed with the employee (Mental Health Association in Tulsa, 2013).
