HI,

Case Study 7-2: Implementing an Appeals Process at Accounting, Inc. at the end of Chapter 7 (p. 220) in the Performance Management textbook.

Case Study 7.2: Implementing an Appeals Process at Accounting, Inc. (Note to grader: The following is a sample response--any response will suffice as long as it covers all of the points in learning objective 7.6 and provides an implementation of the appeals process, rather than a simple description.) Since the Case Study refers students to the University of North Carolina example, something similar is an acceptable response. An answer that breaks the process into two distinct appeals processes would be superior. Such a response would put HR into an investigation and mediation role for the first level and a senior level management team into the final decision-making role for a second level appeal. Proposed Performance Management Appeals Process for Accounting, Inc. General Provisions Under company policy, neither party in the Appeals Process may be represented by an attorney. Company policy provides that the Director of Human Resources decision on an appeal is final and cannot be appealed further. The Appeals Process has jurisdiction over the following issues only: the overall evaluation received as part of the Annual Review the rating on one or more principal functions the explanatory remarks included in the evaluation Depending on the actions taken by supervisors regarding salary increases related to the performance evaluation process, the following issues also may be appealed: failure to receive a performance increase and/or performance bonus when eligible the amount of the increase or bonus received. An employee is limited to one appeal for any work cycle, regardless of the number of issues involved. The employee should describe the complete remedy desired if the appeal is decided in his/her favor. (For example, an employee who appeals the overall evaluation should specify the overall evaluation requested. If such an overall evaluation would result in eligibility for a performance increase, an increased percentage should be stated as part of the remedy requested in the appeal.) By request (and with management approval) an employee may be granted a maximum of 12 hours off from regular duties for processing an appeal under this Appeals Process without any loss of pay and without charge to leave.

Design an appeals process to handle employee complaints about the newly implemented performance management system. How would you handle employee concerns about the ratings and the feedback received from their supervisors?

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