.

61 EXERCISE Evalsim-A Performance Evaluation Exercise 1. OBJECTIVES A To familiarize you with some of the problems related to the use of performance appraisals and to provide alternative approaches for solving these problems B. To give you practice in making decisions and writing memos to employees regarding performance appraisal issues II. OUT-OF-CLASS PREPARATION TIME: 20 minutes to read exercise plus one hour to complete e-mail Items, either individually or with group members, and write responses III. IN-CLASS TIME SUGGESTED: 45 minutes to discuss all e-mail Items IV. PROCEDURES This exercise can be done individually or in groups of three to five members, at the instructor's option. You are to begin by reading all of the material presented in this exercise. Assume that you are responsible for developing and maintaining the O'Leary Organization's performance appraisal system. You are to assume further that the items that follow were waiting in your e-mail when you arrived at work after a three-week vacation. First, you (or your team) are (is) to respond in writing to cach employee who sent you an e-mail. Second, explain on a separate sheet of paper what additional actions you would take with reference to cach item. For example, if you believe that you should gather additional information before making a final decision on an item, explain what information you would want. Or, if you believe that additional memos or discussions with someone in the company are needed, explain this. You for your team) should bring both the memos and the "Additional Action" sheets to class. Be prepared to present and defend these materials during the class discussion The O'Leary Organization is a medium sized organization with headquarters in the Midwest You may assume that the organization is a manufacturing company, a hospital, an insurance company, a university, or virtually any other medium-sized organization with which you are familiar The training and development section consists of you or your team. In addition to conducting training, you have full responsibility for the organization's performance evaluation system. The O'Leary Organization's present performance appraisal system, which you are to assume you or your team designed, requires that all employees be evaluated by their supervisor on a periodic basis. All employees are evaluated at the end of a 90-day period (the initial employment period) and on a yearly basis thereafter. The performance appraisal form used by the organization is shown in Exhibit 3.8. Supervisors are required to complete this form for each of their employees at the appropriate time, discuss the evaluation with the employee, ask the employee to sign the form at the end of the evaluation interview, and return the completed form to the human resource department. a SITUATION E. A Roma 1-3 EXHIBIT 3.8 The O'Leary Organization Performance Appraisal Form NAME IDENTIFICATION NUMBER TITLE DEPARTMENT TODAY'S DATE APPRAISAL PERIOD Annual FROM TO 90 day Parti Performance Rating 2 3 Ability Attendance Attitude Appearance Conduct Initiative Work with Group Promotability Quantity of Work Quality of Work Overall Level of Performance 1-Unsatisfactory 2-Below Average 3Satisfactory ---Good 5Excellent Part 2 Additional Question Answer the following on a separate sheet of paper 1. List your major goals for the next year. 2 Describe additional training that you believe you need to achieve those goals 3. State what you believe are your major strengths and weaknesses 4. Do you have any additional comments or suggestions for improving your jo performance or work environment? Prepared by Toe COMMENTS BY REVIEWED EMPLOYEE Date Employee's Signature Employee signature does not indicate agreement, merely acknowledgment of the report Poets. Desdepong focus is Homes 184 E-Mail Items To: HR Department From Tom Morrison, Accounting Department RE: 90-Day Employee Evaluation just received my 90-day employee evaluation and received mosty 3son My boss explained his vain to me by saying that I was making good progress on the job. He added that continue to show mprovement, I will receives and 5stke the more experienced employees do. Why am I being ved against der, more experienced workers? That doesn't seem right. I believe that considering my limited experience. I deserveer evaluations Item 2 To: HR Department From Paul Lands, Computer Center RE Performance Evaluation Joe Meers and started together at the leary Orgnution to years ago. We are both the computer Center doing same pb. only he works one shit, and I work another. Two weeks ago, when we compared our performance evaluation I discovered that he received as where I received mosty. The thing to me that he and how we doing an equally good job. His boss is just more niet in his evaluation than my boss. I don't think this whole system tar, particularly since he may get promoted based on his performance evaluation before I do. Can't something be done about this? Item 3 To HR Department From: Best Manager RE: Performance Appraisal Form Question am a reatively new manager and a filing out the Performance Appraisal Form for the fest time on one of my employees I am not cw what some of the terms on the form mean. Specifically. Icon't know what's meant by the term "conductor by the formatude. Would you please explain them to me! Item 4 HR Department From Sue Peters, Supervisor RE Administering Employee Evaluations I have recently received from your office request to conductuation this month on three of my employees. As you probably know, I was promoted to the supervisory position at one week as a result of the tormer superiors termination. I don't feel that I can presently conducta tai evaluation of these empbyees. Do you want me to do them anyway! Items To HR Department From Karen Blackwell Supervisor RE: Evaluation of Heather Morrison This morning I conducted an evaluation interview wth Heather Morrison. Athought had given her at on initiative list you, give her a 2 in that category this year. When I told her this, she became very angry and said the cvation should have been at least a 3 and probably a 4 agan attempted to explain my valuation ther, but she would incat she continued to argue with me, but could not give me any concrete examples that would allow me to improve ter rating on this category la situation the this comes up an, how should handle Item 6 To: HR Department From: Howard Adams, Supervisor RE Necessity of Signing Evaluation Forms Recently conducted a performance evaluation interview with Harold Wallace. At the end of the interview, when I asked him to sign the appraisal form at the bottom, he refused. I asked him if the evaluation was accurate, and he said yes, I also explained to him that signing the form only represented an acknowledgment that he had been evaluated. He replied that he had nothing to gain from signing the form, and, therefore, why sign it? I don't know what I should do. Harold is somewhat of a problem and is often quite stubborn. 61 EXERCISE Evalsim-A Performance Evaluation Exercise 1. OBJECTIVES A To familiarize you with some of the problems related to the use of performance appraisals and to provide alternative approaches for solving these problems B. To give you practice in making decisions and writing memos to employees regarding performance appraisal issues II. OUT-OF-CLASS PREPARATION TIME: 20 minutes to read exercise plus one hour to complete e-mail Items, either individually or with group members, and write responses III. IN-CLASS TIME SUGGESTED: 45 minutes to discuss all e-mail Items IV. PROCEDURES This exercise can be done individually or in groups of three to five members, at the instructor's option. You are to begin by reading all of the material presented in this exercise. Assume that you are responsible for developing and maintaining the O'Leary Organization's performance appraisal system. You are to assume further that the items that follow were waiting in your e-mail when you arrived at work after a three-week vacation. First, you (or your team) are (is) to respond in writing to cach employee who sent you an e-mail. Second, explain on a separate sheet of paper what additional actions you would take with reference to cach item. For example, if you believe that you should gather additional information before making a final decision on an item, explain what information you would want. Or, if you believe that additional memos or discussions with someone in the company are needed, explain this. You for your team) should bring both the memos and the "Additional Action" sheets to class. Be prepared to present and defend these materials during the class discussion The O'Leary Organization is a medium sized organization with headquarters in the Midwest You may assume that the organization is a manufacturing company, a hospital, an insurance company, a university, or virtually any other medium-sized organization with which you are familiar The training and development section consists of you or your team. In addition to conducting training, you have full responsibility for the organization's performance evaluation system. The O'Leary Organization's present performance appraisal system, which you are to assume you or your team designed, requires that all employees be evaluated by their supervisor on a periodic basis. All employees are evaluated at the end of a 90-day period (the initial employment period) and on a yearly basis thereafter. The performance appraisal form used by the organization is shown in Exhibit 3.8. Supervisors are required to complete this form for each of their employees at the appropriate time, discuss the evaluation with the employee, ask the employee to sign the form at the end of the evaluation interview, and return the completed form to the human resource department. a SITUATION E. A Roma 1-3 EXHIBIT 3.8 The O'Leary Organization Performance Appraisal Form NAME IDENTIFICATION NUMBER TITLE DEPARTMENT TODAY'S DATE APPRAISAL PERIOD Annual FROM TO 90 day Parti Performance Rating 2 3 Ability Attendance Attitude Appearance Conduct Initiative Work with Group Promotability Quantity of Work Quality of Work Overall Level of Performance 1-Unsatisfactory 2-Below Average 3Satisfactory ---Good 5Excellent Part 2 Additional Question Answer the following on a separate sheet of paper 1. List your major goals for the next year. 2 Describe additional training that you believe you need to achieve those goals 3. State what you believe are your major strengths and weaknesses 4. Do you have any additional comments or suggestions for improving your jo performance or work environment? Prepared by Toe COMMENTS BY REVIEWED EMPLOYEE Date Employee's Signature Employee signature does not indicate agreement, merely acknowledgment of the report Poets. Desdepong focus is Homes 184 E-Mail Items To: HR Department From Tom Morrison, Accounting Department RE: 90-Day Employee Evaluation just received my 90-day employee evaluation and received mosty 3son My boss explained his vain to me by saying that I was making good progress on the job. He added that continue to show mprovement, I will receives and 5stke the more experienced employees do. Why am I being ved against der, more experienced workers? That doesn't seem right. I believe that considering my limited experience. I deserveer evaluations Item 2 To: HR Department From Paul Lands, Computer Center RE Performance Evaluation Joe Meers and started together at the leary Orgnution to years ago. We are both the computer Center doing same pb. only he works one shit, and I work another. Two weeks ago, when we compared our performance evaluation I discovered that he received as where I received mosty. The thing to me that he and how we doing an equally good job. His boss is just more niet in his evaluation than my boss. I don't think this whole system tar, particularly since he may get promoted based on his performance evaluation before I do. Can't something be done about this? Item 3 To HR Department From: Best Manager RE: Performance Appraisal Form Question am a reatively new manager and a filing out the Performance Appraisal Form for the fest time on one of my employees I am not cw what some of the terms on the form mean. Specifically. Icon't know what's meant by the term "conductor by the formatude. Would you please explain them to me! Item 4 HR Department From Sue Peters, Supervisor RE Administering Employee Evaluations I have recently received from your office request to conductuation this month on three of my employees. As you probably know, I was promoted to the supervisory position at one week as a result of the tormer superiors termination. I don't feel that I can presently conducta tai evaluation of these empbyees. Do you want me to do them anyway! Items To HR Department From Karen Blackwell Supervisor RE: Evaluation of Heather Morrison This morning I conducted an evaluation interview wth Heather Morrison. Athought had given her at on initiative list you, give her a 2 in that category this year. When I told her this, she became very angry and said the cvation should have been at least a 3 and probably a 4 agan attempted to explain my valuation ther, but she would incat she continued to argue with me, but could not give me any concrete examples that would allow me to improve ter rating on this category la situation the this comes up an, how should handle Item 6 To: HR Department From: Howard Adams, Supervisor RE Necessity of Signing Evaluation Forms Recently conducted a performance evaluation interview with Harold Wallace. At the end of the interview, when I asked him to sign the appraisal form at the bottom, he refused. I asked him if the evaluation was accurate, and he said yes, I also explained to him that signing the form only represented an acknowledgment that he had been evaluated. He replied that he had nothing to gain from signing the form, and, therefore, why sign it? I don't know what I should do. Harold is somewhat of a problem and is often quite stubborn