Developing a Performance Appraisal System Time: one hour. Form groups of five to six. Assume that your group is the Faculty Evaluation Committee assigned the task to assess the performance of the course instructor 1. Define at least three performance criteria for the instructor 2. How would you measure them so that the results would be useful for a tenure and promotion decision? 3. Which type of instrument or method do you suggest ? Why? 4. Who should be the appraisers? 5. Time permitting, compare the results in your group with those of another group WE CONNECTIONS: PERFORMANCE WEC MANAGEMENT Performance Appraisal Meeting need improving, however. Let me tell you what you need Project Manager Oliver Caine skimmed his notes as he to work on. First, I've noticed you coming in late a couple waited for Ben Robins to come to the meeting room. He of times. That's never a good idea, especially for a junior hoped Ben would arrive soon, as he wanted to get the con- person. Please do what you can to cut that out." versation finished quickly. He had a lot of other people said. "Well, okay. I guess it's true I was late on two morn Leaning forward in his chair, Ben looked startled as he to get through. It was performance appraisal season, and Oliver had to sit down with each of his seven software ings, but that's because I've been having some car trouble engineers, just as he had done the year before. Oliver had this month. You know that I work late most nights, some- promised the HR people that he would hand in the forms times till 11:00p.m. And I've never taken a sick day. I can't by Friday, which had seemed like a good idea three weeks believe that being 10 minutes late twice is at the top of your ago when he had agreed to it. Unfortunately, there had been list. That really doesn't seem to be significant in my mind." some unexpected issues with his project in the meantime so Looking uncomfortable. Oliver replied, "You don't need now he had to squeeze all of the performance management ally, this reminds me of another area that needs improve to get so upset. Ben. I'm trying to help you here. And actu- activities into a couple of days. Ben walked into the conference room, and smiled as he ment. You seem to get upset too easily. Come to think of it. said. "Hi, Oliver. I hope I didn't keep you waiting." I've seen you react strongly to things that people say in our Oliver replied, "No, I was a little earty. Come on in and project meetings. I wish you would make more of an effort to stay calm and reasonable." sit down. Let's get this performance appraisal done." Smiling good-naturedly, Ben shrugged and chuckled as Shaking his head. Ben said. "Excuse me? I honestly he said, "Sounds good to me. Just tell me how great I am don't know what you are talking about. I have never gotten and I'll get out of your hair." upset in a project meeting! I may have defended an idea, Ben shut the door and said into a chair, looking expec- you think this happened but that's it. Can you give me an example of a time when tantly at Oliver to begin Oliver sighed, and shook his head. He said, "No, I don't Performance Feedback have an exact date or anything, but I know I've seen it, and on more than one occasion. It seems silly to argue about Glancing down at the performance appraisal form (see this. Why would I lie? Table 1) he was in the process of hastily completing. Oliver Eyes flashing. Ben replied quietly with his teeth said. "Ben, I see that you have been with us for just over clenched. "I'm not saying that you are a liar, Oliver. I'm seven months, and you have been working with me for the simply disagreeing with what you're saying. You're just last four. Generally. I can say that you have been doing a wrong." good job. You have always handed in your work on time. Oliver shook his head impatiently. "Well, I think you're and people seem to like you. There are some areas that the one who is wrong. But, we're getting off track here