Review the descriptive statistics using the documents containing performance information and what they tell you about Jeanette's performance.

How would you rate Jeanette's performance? You should include:

• An interpretation of the Exhibits below and how they may relate to Jeanette's performance
• An overall assessment of Jeanette's performance that summarizes both the quantitative and qualitative data
• A consideration of the strengths and/or weaknesses of available data and the implications of those strengths and weaknesses on any interpretation of available

I have sent the necessary materials to your office to fire one of my customer service reps, Jeanette Landis. I've been pulling my hair out trying to get her to sell something for the past 6 months, but she can't do it! She repeatedly misses her sales goals by a huge margin due to her laziness and stupidity. I need to be rid of her as soon as possible so I can get an employee in here that can do the job. I could suspend her next, but I doubt it will help. Can you give me the go-ahead so I can show her the door? I know I was reluctant to fire my old high school buddy last year, but I will gladly hold this termination meeting. Performance Appraisal Name: Jeanette R. Landis Last Review: Review Period: 6/6/14 to 12/6/14 Job knowledge: Employee's ability to understand the required duties, responsibilities, skills, and procedures. Rating: Exceeds Requirements Comments: Jeanette has an excellent understanding of the requirements of her job. She has been instrumental in training new staff members this period. Quality of Work: The degree to which the employee's work is accurate, complete, and conforms to The Daily Register and supervisor requirements. Rating: Meets Requirements Comments: The sales Jeanette makes are processed appropriately. She reports them to me in an acceptable fashion, and she maintains customer accounts adequately. Productivity: Employee produces a large volume of work, is timely, and meets all deadlines. Rating: Unsatisfactory Comments: Jeanette does not make new sales. Rather, she maintains customer orders for the same ad, run on the same day, for the same cost. She does not make attempts to win new customers or grow current accounts. This area needs severe improvement. It is recommended that Jeanette repeat sales training. Organizational Skills: Employee uses time effectively, sets priorities, and demonstrates initiative on projects. Rating: Needs Improvement Comments: Jeanette should be using time to increase her customer base. Despite discussions this quarter, no evidence of this is present. She is not a high initiative person. Communication Skills: The employee's ability to convey ideas and information effectively and appropriately to others. Rating: Exceeds Requirements Comments: Jeanette is extremely articulate. Other Customer Service Representatives solicit her opinion on ad content on a regular basis. Overall Rating: Needs Improvement Recommended Performance Raise: N/A (Commission sales) Supervisor Signature: Date: Employee Signature: Date: From Andrea's file: Record of Disciplinary Action Name: Jeanette Landis Position: Customer Service Representative Date: 10/2/14 Reason for Action: Jeanette has failed to meet sales goals for the second month in a row. We have discussed the reasons for her performance, and she has assured me that she will meet them next month. At this time, no further training is needed. Disciplinary Action Taken: Documented verbal warning Supervisor Signature: Date: Employee Signature: Date: HR Signature (if necessary): Date: From Andrea's file: Record of Disciplinary Action Name: Jeanette Landis Position: Customer Service Representative Date: 3/3/15 Reason for Action: Jeanette has again failed to reach sales goals. In December, it was recommended that she attend sales training. She has failed to schedule this training and has not make improvements in her sales as established last month. If she fails to schedule training within the next 30 days, she understands that further steps will be taken. Disciplinary Action Taken: Written warning copied to HR Supervisor Signature: Date: Employee Signature: Date: HR Signature (if necessary): Date: The Daily Register Disciplinary Policy The Daily Register attempts to provide the resources, training, and information required for individuals to perform their jobs successfully. If for any reason, performance is not up to the standards set by the employee handbook, job description, or direct supervisor, the employee shall be disciplined as follows. If an employee has committed a minor infraction, the following steps will be taken: 1. A verbal warning will be given and will be documented, signed by the employee, and placed in the supervisor's file. 2. A written warning will be documented, signed by the employee and filed with the supervisor. 3. A written warning will be documented as in step two, but also copied to the HR manager. This warning becomes a permanent part of the employee's file. 4. A third offense is grounds for suspension. 5. Upon the fourth offense, the individual may be terminated. Minor Infractions: Excessive personal telephone calls and long distance calls without approval, misuse of office supplies or equipment, excessive and unapproved absences and/or tardiness, misuse of leave time, failure to reach performance standards. A major infraction will be examined on an individual basis and may be grounds for immediate termination and/or legal action. Examples of infractions include the following: Major infractions: Breach of confidentiality, falsifying records, embezzlement, violation of Drug Free Workplace or firearms policies, sexual harassment. The Daily Register Job Description Job Title: Customer Service Representative Department: Sales Purpose and Scope: The Customer Service Representative is responsible for selling advertising space in The Daily Register. He or she is crucial to the profitability of the organization, securing revenue from one of three stakeholders (i.e., advertisers, subscribers, and other readers). Responsibilities: The Customer Service Representative is responsible for selling advertising space in the newspaper to both established accounts and new customers. Once advertising orders are placed, he or she is responsible for communicated to the creative services department as to the size, content, and design of the ad. Finally, the Customer Service Representative handles questions and concerns about the presentation of the advertisement. Organization Relationships: The Customer Service Representative reports to the Sales Manager. Job Requirements: The Customer Service Representative is required to have training in the following areas: - 4-year degree - Minimum of 2 years of work experience, preferably in sales -_Knowledge and understanding of sales -_Knowledge of sales techniques such as cold calls, market research, and presentation. Fulfillment of experience and training requirements upon hire is at the discretion of the Sales Manager. Approval: Dept. Manager/Supervisor: __ Andrea Johnson Date: 2/3/12 Human Resources Department: Shirley Tyler Date: 15 Feb