The_American_Empire

Mobeen Ludin March 4, 2010 MGMT- 322 EvalSim – A Performance Evaluation Exercise Response to emails Item 1:- To: Tom Morrison, Accounting Department From: HR Department Subject: 90-Day Employee Evaluation Mr. Morrison, the evaluation process is based on the employee’s absolute current and/or past performance standards. The evaluation process is not based on the younger employees compared to the older ones or who has more experience and who has less. However, the performance evaluation evaluates how well you are doing your job, your effectiveness, quality, and performance and whether they meet the company’s goals or not. Therefore, this is a misunderstanding that your boss has evaluated you lower because you don’t have experience or you are younger than the other employees. Your boss must have informed you of the performance appraisal evaluation criteria during the appraisal interview or in advance. I recommend you personally speak to your boss and clear the misunderstanding. Making progress on the job and performing the task is good. However, the employees should also keep in mind the other required criteria such as attitude, group work, appearance and many others that hugely affect employee’s performance evaluation. I also strongly recommend by talking to your boss find out what you are doing right so you can continue with those activities and find out what changes you need to make in order to be highly evaluated next time. Item 2:- To: Paul Lands, Computer Center From: HR Department Subject: Performance Evaluation Your concerns are understandable, but claiming the whole system unfair is not appropriate. You should keep in mind that every supervisor is different from one another. Everyone has their own style and way of evaluating employees. Some supervisors are strict and some are lenient, and they evaluate accordingly. Therefore, unfortunately there is nothing much can be done about that. However, I strongly recommend you keep on working as hard as you are doing now. Furthermore, try to understand, and get to know your supervisor more. The more there is understanding between the supervisor and employees the easier and better it’s to evaluate. The more supervisor and employees work close together the more they will have understanding of what one requires from another. In addition, that will help you find out your weakness or areas where you need improvement so you can make try to fix it. Item 3:- To: Jill Best, Manager From: HR Department Subject: Lost Performance Appraisal Form The best you can do is it to make another appraisal interview appointment with Karen Whitmore, and complete another form as soon as possible before the promotions. Though, you should first double check your office if you could find it or a copy of the form. If not, well explain the situation and meet Karen Whitmore for another interview. In the future you should be more careful not to lose such documents, because first it’s time consuming to make another one. Second, the evaluation may also differ from the previous one. Finally, it might affect the employee’s feelings or morals to ward the management of the organization. For example, if the subordinate was given bad evaluation or was not promoted, he/she might question carelessness of managers and the system. Item 4:- To: Sue Peters, Supervisor From: HR Department Subject: Administering Employee Evaluations I understand you are new in your post and don’t know much about your employees. You need at least a quarter or even a year to get to know the employees and to be able to successfully conduct an evaluation on the employees. However, there are several ways you can ask for help to conduct the performance evaluation. One way is to ask another manager in the department who knows the employees to help in the evaluation process. Another way is to take a team approach by include a representative from the HR department; include another manager from your department and use past records to conduct an employees evaluation. Item 5:- To: Sandra Kelly, Supervisor From: HR Department Subject: Evaluation of Karen Bicknell When conducting an evaluation interview with the employees one of the very important things to keep in mind is the defensiveness of the employees. It’s common that the employees feel optimistic and good about their performance, and when accused of unsatisfactory performance, they deny it. However, this should not change your evaluation. If such thing happens again, my advice is to be patient and give the employee some time to cool down and then explain with reasonable and very specific examples to support your evaluation. For example, point out that she either missed or was late for the group meetings or showed little participation. Furthermore, explain her weaknesses and give her suggestions for improvement. Tell her if improvement was shown she will be evaluated higher. Item 6:- To: Howard Adams, Supervisor From: HR Department Subject: Necessity of signing Evaluation Forms Since the employee has no issue with his evaluation, it’s important that he signs the form. Because its legal evidence that he was evaluated and was agreed upon. About the stubbornness, he should be notified with a formal written warning to correct his behavior. In addition, the employee should be aware of consequences of violation of the standards. I recommend you communicating with him more often and point out areas where he needs to make changes and improvements in order to be able to reach his personal goals and the objectives of the organization. Furthermore, he needs to improve his behavior. Otherwise there will be consequences including poor performance and even termination form his job. Item 7:- To: Margaret Windell, Purchasing From: HR Department Subject: Annual Performance Review Conducting evaluation is the policy of our organization. Every employee should be treated equally and evaluated. Segregation may cause problems in the environment of the organization. Also treating older employees differently from the younger can also bring about some tensions. Even if the evaluation doesn’t affect the state of your promotion or increase in salary, still you should be a part of this evaluation process for the good of your own and the organization in general. Item 8:- To: Sarah Wade, Maintenance Engineer From: HR Department Subject: Employee Appraisal Form This is indeed an issue that must be taken into consideration. Conducting correctly performance appraisals can help close the gap between the actual performance of employees and the performance needed to meet organization’s objectives which is what we require. I will communicate directly with your boss, Marilyn Tuner, to discus the issue and reason for such change. At the same time you should also personally speak to your boss and discuss the issue. You should let her know that you expect honest and specific performance appraisals from your boss in order to be effective and positive in your job. If your performance evaluation contains criticism, request your supervisor to provide you very specific examples to support the evaluation, and request specific suggestions for better improvements. Item 9:- To: Chris Green, Supervisor From: HR Department Subject: Performance Evaluation of Bill Young In this case leave the specific category blank, but in the commentary part please add a comment or note stating why it’s blank. Item 10:- To: Jeff Skala, Finance Department From: HR Department Subject: Confidentiality of Performance Evaluation Your concern about the confidentiality of your performance evaluation is reasonable. You have a right to have privacy of your performance evaluation. Especially if you have signed any documents of confidentiality, then only you and your supervisor should be involved in the evaluation process and the information should be kept in confidence. I will communicate with your boss and make sure that doesn’t happen anymore. If in the future you suspect again a breach of confidentiality, you should document your concern and talk to your supervisor immediately.