Assume that you are responsible for developing and maintaining the O’Leary Organization’s performance appraisal system. Respond to each employee who sent you an e-mail. what additional actions you would take with reference to each item. Situation The O’Leary Organization is a medium-sized organization with headquarters in the Midwest. 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’LearyOrganization’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 employeesare evaluated at the end of a 90-day period (the initial employment period) and on a yearly basis thereafter. The O’Leary Organization Performance Appraisal Form E-Mail Items Item 1 To: HR Department From: Tom Morrison, Accounting Department RE: 90-Day Employee Evaluation I just received my 90-day employee evaluation and received mostly 3s on it. My boss explained his evaluation to me by saying that I was making good progress on the job. He added that if I continue to show improvement, I will receive 4s and 5s like the more experienced employees do. Why am I being evaluated against older, more experienced workers? That doesn’t seem right.I believe that considering my limited experience, I deserve “excellent” evaluations. Item 2 To: HR Department From: Paul Lands, Computer Center RE: Performance Evaluation Joe Meena and I started together at the O’Leary Organization two years ago. We are both in the Computer Center doing the same job, only he works one shift, and I work another. Two weeks ago,when we compared our performance evaluations, I discovered that he received all 5s whereas I received mostly 4s. The thing that irks me is that he and I both know we are doing an equally good job. His boss is just more lenient in his evaluation than is my boss. I don’t think this whole 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: Jill Best, Manager RE: Performance Appraisal Form Question I am a relatively new manager and am filling out the Performance Appraisal Form for the first time on of my employees. I am not clear what some of the terms on the form mean. Specifically, I don’t know what is meant by the term “conduct” or by the term “attitude.” Would you please explain them to me? Item 4 To: HR Department From: Sue Peters, Supervisor RE: Administering Employee Evaluations I have recently received from your office a request to conduct evaluations this month on three of my employees. As you probably know, I was promoted to this supervisory position just one week ago as a result of the former supervisor’s termination. I don’t feel that I can presently conduct a fair evaluation of these employees. Do you want me to do them anyway? Item 5 To: HR Department From: Karen Blackwell, Supervisor RE: Evaluation of Heather Morrison This morning I conducted an evaluation interview with Heather Morrison. Although I had given her a 4 on initiative last year, I gave her a 2 in that category this year.When I told her this, she became very angry and said the evaluation should have been at least a 3 and probably a 4 again. I attempted to explain my evaluation to her, but she wouldn’t listen. Instead, she continued to argue with me, but could not give me any concrete examples that would allow me to improve her rating on this category. If a situation like this comes up again, how should I handle it?
Assume that you are responsible for developing and maintaining the O’Leary Organization’s performance appraisal system.
Respond to each employee who sent you an e-mail. what additional actions you would take with reference to each item.
Situation
The O’Leary Organization is a medium-sized organization with headquarters in the Midwest.
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’LearyOrganization’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 employeesare evaluated at the end of a 90-day period (the initial employment period) and on a yearly basis thereafter.
The O’Leary Organization Performance Appraisal Form
E-Mail Items
Item 1
To: HR Department
From: Tom Morrison, Accounting Department
RE: 90-Day Employee Evaluation
I just received my 90-day employee evaluation and received mostly 3s on it. My boss explained his evaluation to me by saying that I was making good progress on the job. He added that if I continue to show improvement, I will receive 4s and 5s like the more experienced employees do. Why am I being
evaluated against older, more experienced workers? That doesn’t seem right.I believe that considering my limited experience, I deserve “excellent” evaluations.
Item 2
To: HR Department
From: Paul Lands, Computer Center
RE: Performance Evaluation
Joe Meena and I started together at the O’Leary Organization two years ago. We are both in the Computer Center doing the same job, only he works one shift, and I work another. Two weeks ago,when we compared our performance evaluations, I discovered that he received all 5s whereas I received mostly 4s. The thing that irks me is that he and I both know we are doing an equally good job. His boss is
just more lenient in his evaluation than is my boss. I don’t think this whole 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: Jill Best, Manager
RE: Performance Appraisal Form Question
I am a relatively new manager and am filling out the Performance Appraisal Form for the first time on of my employees. I am not clear what some of the terms on the form mean. Specifically, I don’t know what is meant by the term “conduct” or by the term “attitude.” Would you please explain them to
me?
Item 4
To: HR Department
From: Sue Peters, Supervisor
RE: Administering Employee Evaluations
I have recently received from your office a request to conduct evaluations this month on three of my employees. As you probably know, I was promoted to this supervisory position just one week ago as a result of the former supervisor’s termination. I don’t feel that I can presently conduct a fair evaluation of these employees. Do you want me to do them anyway?
Item 5
To: HR Department
From: Karen Blackwell, Supervisor
RE: Evaluation of Heather Morrison
This morning I conducted an evaluation interview with Heather Morrison. Although I had given her a 4 on initiative last year, I gave her a 2 in that category this year.When I told her this, she became very angry and said the evaluation should have been at least a 3 and probably a 4 again. I attempted to explain my evaluation to her, but she wouldn’t listen. Instead, she continued to argue with me, but could not give me any concrete examples that would allow me to improve her rating on this category. If a situation like this comes up again, how should I handle it?
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