Performance Appraisal assignment In Tutorial Library

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TITLE: Performance Appraisal assignment


Read below the three HR Talk Message Board files that involve Performance Appraisal labels. Read those three message board “threads” carefully and consider the main arguments both for and against each question. Next, if you had to pick, which “system of labels” would you use as an HR Director and why? Make a substantive argument that demonstrates your knowledge of the HR related ramifications of your decision in each case. Sometimes, this is simply a “best case scenario of all my options” but may not be ultimately the absolute best, just keep that in mind.
Topic: What "Exceeds Requirements" means to your org???
Posted By: Anon On: 3/12/2009 11:21:22 AM
11:21:22 AM
Our GM has decided that this year, "exceeding requirements" on a
performance review should be much more demanding than the way we have
been grading in recent years. We have a five tier grading
Based on previous perfomance evaluations, his interpretation of "exceeding
requirements" will force probably 90% of all employees into the "meets
requirements", which i feel will have a huge negative impact on those
employees that do go above and beyond but might not quite meet his
expectations. How do i get him to see this? Are you doing someting different
that could help this situation?
Miss Blu
11:28:17 AM
Support your GM, don't fight him. Help him come up with defenitions of what
the ratings mean and then communicate the change to all ees and managers
before the next evaluations are completed.
11:28:21 AM
Would advise that you look for a bell shaped curve distribution.
While there should be no shame with a rating that says you have met
expectations, 90 % is a little too high.
Where possible, set up metrics tie to the rating system.
Would also say going above and beyond is fine, so long as it produces results.
It's not about effort, it's about results.
11:41:45 AM
I feel that a bell shaped curve distribution "forces" employees into that normal
distribution merit increase. Also, over time we will be paying more than what
the market bears for labor.
11:42:58 AM
Wise words Bob.
If 90% of your workforce exceeds expectations, you must be the only
organization that is not struggling during this economic period.
There are times when a team is just doing a fantastic job. Even then though, a
bell curve should be the norm. Think of a high performing team as an NBA
caliber basketball team. Each team has 10 players. You need to be an
exceptional basketball player even to make the club. But if you are the 6th
through 10th best player, you sit the bench most of the time. So, while they are
all really good, are they all "exceeding expectations"? Must not be, as they
don't all get the same value of contracts.
HR in OH
12:06:42 PM
Wow - sounds like where I work! What we're doing: defining the 5 levels in
very specific terms for the items evaluated - and our managers are developing
this. We are looking to actually create a standard that defines what a top
employee looks like. So, for something like attendance a 3 is usually at work,
no discipline, occasionally late to work or meetings. We're doing this with all
of the criteria we evaluate on. Next step is communicating to staff members.
Additionally, we may totally remove the language meets, exceeds, etc and just
go by levels 1-5. Seems to be a block in some minds to think they "only" meet
12:11:05 PM
Some other ways to approach or fine tune:
* do some calibrating in group settings. This helps ensure that there is mutual
understanding among supervision around performance levels
* after going through your a life boat drill to make sure your
ratings align with the order in which you might throw the life preservers
12:49:31 PM
Kudos to your GM for raising the bar. We went through the same process, and
handled as HR in OH described. It's easier for the employees to swallow when
the form describes WHY they're a 4 and not a 5. There's a good sample review
form on this site that you can use (I believe it's somewhere under templates and
tools, above).
Your comment:
"his interpretation of 'exceeding requirements' will force probably 90% of all
employees into 'meets requirements', which I feel will have a huge negative
stuck out to me. The goal of performance reviews is not to make employees
feel good. It's supposed to be an accurate assessment of what the employee is
doing vs what the supervisor expects. The GM shouldn't keep telling people
they 'exceed requirements' if the truth is that they 'don't quite meet his
expectations'. (Your words).
Instead of trying to talk him out of this, I'd support him. Help him implement
this in ways that are positive, and that define specific goals for each employee
to reach for.
Good luck.
12:51:44 PM
(chuckling) Just read the quote at the end of Bob's first post.
"Don't confuse efforts with results" is one of my boss's favorite quips.
3:28:05 PM
What a curious conversation.
Anon are you really struggling to figure out a different way to do something
that is of no value in the first place? These "measures" can use words or
numbers but they still don't serve the organization.
In every organization, 50% of the people are above average and 50% are
below. So the averages discussion doesn't help.
Doesn't every organization want employees meeting and exceeding
expectations? Why then do we try to come up with tools that make arbitrary
placements within a hierarchy? Heck, 90% would be wonderful!
The entire reason we fret so much over this is because we use it for
compensation and promotion decisions. We pretend to be talking about
improving performance but all we are really doing is looking for a system to
satisfy a completely different issue.
Topic: Performance Reviews - Input needed
Posted By: cbeetel On: 3/13/2009 1:27:11 PM
Posted 3/13/2009 1:27:11 PM Hello,
I am working on a project for a client and would like to gather the following information. Please respond
if you have time. Thanks in advance.
1. When using a rating scale for performance reviews do you use a number rating (1-5) or a letter rating
(NI for needs improvement, for example).
2. If you use a numerical or letter rating, what are the pros and cons to it?
3. Do you allow increments or only whole numbers?
4. Are you using a 3 point scale or a 5 point scale? If so, why?
5. Are your reviews held on the employee's anniversary date or annually company wide (same time each
year)? Pros and Cons?
6. If reviews are held annually the same time each year, how do managers find time to complete all
reviews? How does it affect business operations?
HR sgb
Posted 3/13/2009 2:57:04 PM For those who reply, the only way to answer the questions is
by copying and pasting before responding.
1. When using a rating scale for performance reviews do you use a number rating (1-5) or a letter rating
(NI for needs improvement, for example). Letter

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