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Communicating Expectations Through Job Descriptions
Job title DOT or company code Brief summary Work activities Tools and equipment Work context Performance standards Personal requirements
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Communicating Expectations Through Performance Appraisals
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What is the Purpose Evaluating Employees?
Feedback and training Personnel decisions merit pay promotions termination decisions Research Legal or certification reasons
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Who Will Appraise Performance?
Upper management Direct supervisor Peers Subordinates Support staff Customers/the public Vendors Self
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How Will Performance be Appraised?
Results officer wrote 32 traffic citations officer received 3 complaints Behaviors officer actively monitored the speed of traffic officer was polite to each motorist Traits attentive courteous
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Types of Rating Scales Performance based exceeds expectations
meets expectations Normative based above average average Frequency based always sometimes
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___ Always uses proper codes and signals when sending information
Radio Procedures Behavioral Elements ___ Always uses proper codes and signals when sending information ___ Always understands codes and signals when receiving information ___ Voice is clear and easy to understand in normal situations ___ Voice is clear, easy to understand, and does not indicate panic in high stress situations ___ Always follows proper radio procedures ___ Always monitors the proper channels ___ Always knows the location of all district officers ___ Never communicates improper information over the radio ___ Keeps control informed of current status ___ Treats communications officers with respect and courtesy Dimension Rating ___ 5 Consistently exceed requirements, no improvements needed ___ 4 Exceeds most requirements ___ 3 Usually meets requirements, acceptable performance ___ 2 Usually meets most requirements, but needs much improvement ___ 1 Does not meet minimum requirements, needs immediate and extensive improvement
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Why Document Performance?
Forces supervisor to look for behaviors Aids in recall during evaluation Provides examples to use when reviewing performance Provides concrete data to support personnel decisions
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What We Tend To Remember
First impressions Recent behaviors Unusual behaviors Extreme behaviors Behavior consistent with opinion
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What We Tend to Forget Details The source of the information
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Critical Incidents Are examples of poor or excellent performance
Provide behavioral examples Are usually collected through logs Employee performance record can be used
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Evaluating Performance
Read critical incident logs Obtain and review objective data days absent tardiness complaints commendations accidents sales
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Common Rating Errors Halo or Horns Range Restriction leniency
strictness central tendency Location Errors proximity contrast
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Low Rater Reliability Common rating errors
Different standards and comparisons Observation of different behaviors
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Consider Sources of Contamination
Shift Geographic area Supervisor Peers Equipment Incentives Training Season/time of year
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Making Attributions About Behavior
Consensus Distinctiveness Consistency
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Other Rating Issues Evaluation Frequency Formal vs. informal
semi-annual annual more frequent during probation? Formal vs. informal
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Effective Performance Appraisal Review Interviews
Employee input prior to the meeting High level of employee participation Helpful supervisor attitude Focus on behaviors rather than traits Identification of solutions to problems Mutual setting of specific goals Consistent application of standards Rater is familiar with the employee’s work
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Legal Reasons for Terminating Employees
Public Sector Violation of rules Inability to perform Layoff Private Sector Employment-at-Will
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Violation of the Organization’s Rules
A rule must exist Employee must have known about the rule Violation of the rule must be proven Rule must be equally enforced Progressive discipline must occur
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Inability to Perform Standard of performance
concrete reasonable job-related Documented failure to meet the standard critical incident logs work samples performance ratings Progressive discipline
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Employment-at-Will Doctrine
Concept Limitations federal or state law public policy or interest implied contracts covenants of good faith and fair dealing At-Will Statements
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