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Hi,

My name is Shanita and I would like help with the assignment listed below. I was chosen to pick either part one or two with three and four included with whichever picked

Due Week 10 and worth 425 points

Part 1-Imagine you work at a company and it is time for an employee named Jim’s annual review. While he was a model employee the first nine (9) months of the year, recently Jim has been coming in late. It has not been just a few minutes each day, either. It is starting to cause problems in the production line. In this assignment, write a one (1) page summary of your conversation with Jim. How will you address his recent performance issues while still praising him for his previous nine (9) months of good work? Your goal is to balance the negative and positive feedback so that Jim will leave motivated to do his best.

Write a one (1) page paper in which you:

  • Explain how you will address Jim’s recent performance issues.
  • Suggest both constructive and positive feedback designed so that Jim will leave motivated to do his best.
  • Format your assignment according to the following formatting requirements:
    • This course requires use of new Strayer Writing Standards (SWS) . The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.
    • Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
    • Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.

The specific course learning outcomes associated with this assignment are:

  • Explain effective approaches to the broad spectrum of employee relations, including career development, fostering ethical behavior, discipline, labor relations, and dismissals.
  • Analyze various techniques, considerations, and designs of performance appraisal programs.
  • Use technology and information resources to research issues in human resource management.
  • Write clearly and concisely about human resource management using proper writing mechanics.
    • Explain how you will address Sally’s recent performance issues.
    • Suggest both constructive and positive feedback designed so that Sally will leave motivated to do her best but keep in mind that she has been a not so good employee for a while.
    • Format your assignment according to the following formatting requirements:
      • This course requires use of new Strayer Writing Standards (SWS) . The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.
      • Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
      • Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.

Part 2 – Imagine you had another employee Sally. Sally started off as a horrible employee however as time went on you notice Sally’s huge improvement. Sally originally had attendance issues, production issues, and she was very insubordinate but did just enough to keep herself out of trouble. In the last four months of the annual review year, you noticed Sally has shown a huge improvement in her work performance. She goes above and beyond on a daily basis, meeting production goals, and staying over to help other areas when short.

Write a (1) page paper in which you:

The specific course learning outcomes associated with this assignment are:

  • Explain effective approaches to the broad spectrum of employee relations, including career development, fostering ethical behavior, discipline, labor relations, and dismissals.
  • Analyze various techniques, considerations, and designs of performance appraisal programs.
  • Use technology and information resources to research issues in human resource management.
  • Write clearly and concisely about human resource management using proper writing mechanics.

Part 3 – Performance Management and Conclusion

Write a (1) one-page paper in which you explain the importance of performance appraisals and overall performance management. Please conclude everything by giving a synopsis of Jim’s and Sally situation and HR’s responsibility in making sure these employees remain successful.

Part 4 – Attached is the performance review document needed for each employee by using the attached document. Please only fill out the name, all performance standards on first page, and rater’s overall comments (page 2).

Performance Review examples below

Distribution: Original – Human Resources Copy – Supervisor Copy – Employee

STAFF PERFORMANCE APPRAISAL FORM

NAME: _________________________________________________ EMPLOYEE ID NO: __________________________

DEPARTMENT: ___________________________________ CLASSIFICATION TITLE: ___________________________

TYPE OF APPRAISAL: ANNIVERSARY SPECIAL

APPRAISAL PERIOD: FROM: __________________________ TO: ____________________________

This form must be returned to the Division of Human Resources by ________________. If the form is not received by this
date, rating will automatically default to Achieves Performance Standards.

INSTRUCTIONS: This appraisal form must be completed by the immediate supervisor
based on performance standards previously established. If the selected category is
“Achieves Standards” the supervisor must indicate the level of rating: M=Marginal or P=
Proficient. If the overall is Achieves Standards Marginal or Below Standards, the
supervisor must contact the Employee and Labor Relations Department for assistance in
implementing a Performance Improvement Plan.

EXCEEDS
STANDARDS

ACHIEVES
STANDARDS

BELOW
STANDARDS

JOB KNOWLEDGE:

QUALITY OF WORK:

PRODUCTIVITY:

DEPENDABILITY:

ATTENDANCE:

RELATIONS WITH OTHERS:

COMMITMENT TO SAFETY:

SUPERVISORY ABILITY: (applicable only to designated supervisor
positions)

OVERALL APPRAISAL RATING: (one CATEGORY must BE
CHECKED)

MP

Distribution: Original – Human Resources Copy – Supervisor Copy – Employee

RATING FACTORS

THE FOLLOWING ARE CONDITIONS THAT SHOULD BE CONSIDERED WHEN ASSESING THE EMPLOYEE’S
PERFORMANCE:

JOB KNOWLEDGE: In depth knowledge of all requirements of the job. How well does the employee understand all
phases of the job as defined by the performance standards set for the position?

QUALITY OF WORK: Accuracy and neatness. Does the employee produce a high quality work product? Is quality work a
priority for the employee?

PRODUCTIVITY: Consider employee’s ability to prioritize and organize work effectively to meet assigned deadlines.
Were assignments timely completed and appropriate follow-up implemented? Is the employee a self starter?

DEPENDABILITY: Employee needs little or no direction. To what extent can the employee be relied upon to carry out
instructions; and the degree to which the employee can work with limited supervision?

ATTENDANCE: Attendance and punctuality are very important in maintaining a normal work load and efficient schedule.
Employees are expected to report to work regularly and be ready to perform their assigned duties at the beginning of their
assigned work shift. Is the employee absent frequently? Are the absences affecting his/her performance? Does this pattern
constitute a hardship on the work environment?

RELATIONS WITH OTHERS: Consider employee’s abilities to maintain a positive and harmonious attitude in the work
environment. How well does the employee relate to the supervisors, co-workers and the broader University community.

COMMITMENT TO SAFETY: To what extent has the employee adhered to the recommended safe work practices,
participated in safety training programs; and contributes to the recognition and control of hazard in his/her work area.

SUPERVISOR ABILITY: In the evaluation of this factor, consider the employee’s ability to organize, plan, train, delegate
and control the work of subordinates in an effective manner.

LEVELS OF PERFORMANCE

THE EMPLOYEE’ S PERFORMANCE SHALL BE RATED IN ONE OF THE FOLLOWING CATEGORIES:

EXCEED PERFORMANCE STANDARDS: An evaluation resulting from overall performance which is significantly
above the performance standards of the position.

ACHIEVES PERFORMANCE STANDARDS – PROFICIENT: An evaluation resulting from performance which fully
meets the performance standards of the position.

ACHIEVES PERFORMANCE STANDARDS – MARGINAL: An evaluation resulting from performance which barely
meets the performance standards of the position. The supervisor must contact the Division of Human Resources to initiate a
Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.

BELOW PERFORMANCE STANDARDS: An evaluation resulting from performance which fails to meet the minimum
performance standards of the position. The supervisor must contact the Division of Human Resources to initiate a
Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.

Distribution: Original – Human Resources Copy – Supervisor Copy – Employee

Page Two

PERFORMANCE APPPRAISAL FORM

RATER’S OVERALL COMMENTS:

SECOND LEVEL SUPERVISOR’S COMMENTS: (Optional)

EMPLOYEE’S COMMENTS (Use attachments, if necessary):

EMPLOYEE’S SIGNATURE: _____________________________________________ DATE: _____________________

Signature does not imply concurrence with rater’s appraisal, only that appraisal was administered.

RATER’S NAME: _______________________________________________________

RATER’S SIGNATURE: __________________________________________________ DATE: _____________________

SECOND-LEVEL SUPERVISOR’S NAME: ______________________________________________________________

SECOND-LEVEL SUPERVISOR’S SIGNATURE: ____________________________ DATE: _____________________

EMPLOYEE’S REFUSAL TO SIGN: I certify that this performance appraisal was discussed with the employee who
refused to sign it.

RATER’S CERTIFICATION: ______________________________________________ DATE: ____________________

*Please deliver form to the Division of Human Resources, Payroll Department, PC 220.

PLEASE PRINT

PLEASE PRINT

Revised 10/15/2007

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Distribution: Original – Human Resources Copy – Supervisor Copy – Employee

STAFF PERFORMANCE APPRAISAL FORM

NAME: _________________________________________________ EMPLOYEE ID NO: __________________________

DEPARTMENT: ___________________________________ CLASSIFICATION TITLE: ___________________________

TYPE OF APPRAISAL: ANNIVERSARY SPECIAL

APPRAISAL PERIOD: FROM: __________________________ TO: ____________________________

This form must be returned to the Division of Human Resources by ________________. If the form is not received by this
date, rating will automatically default to Achieves Performance Standards.

INSTRUCTIONS: This appraisal form must be completed by the immediate supervisor
based on performance standards previously established. If the selected category is
“Achieves Standards” the supervisor must indicate the level of rating: M=Marginal or P=
Proficient. If the overall is Achieves Standards Marginal or Below Standards, the
supervisor must contact the Employee and Labor Relations Department for assistance in
implementing a Performance Improvement Plan.

EXCEEDS
STANDARDS

ACHIEVES
STANDARDS

BELOW
STANDARDS

JOB KNOWLEDGE:

QUALITY OF WORK:

PRODUCTIVITY:

DEPENDABILITY:

ATTENDANCE:

RELATIONS WITH OTHERS:

COMMITMENT TO SAFETY:

SUPERVISORY ABILITY: (applicable only to designated supervisor
positions)

OVERALL APPRAISAL RATING: (one CATEGORY must BE
CHECKED)

MP

Distribution: Original – Human Resources Copy – Supervisor Copy – Employee

RATING FACTORS

THE FOLLOWING ARE CONDITIONS THAT SHOULD BE CONSIDERED WHEN ASSESING THE EMPLOYEE’S
PERFORMANCE:

JOB KNOWLEDGE: In depth knowledge of all requirements of the job. How well does the employee understand all
phases of the job as defined by the performance standards set for the position?

QUALITY OF WORK: Accuracy and neatness. Does the employee produce a high quality work product? Is quality work a
priority for the employee?

PRODUCTIVITY: Consider employee’s ability to prioritize and organize work effectively to meet assigned deadlines.
Were assignments timely completed and appropriate follow-up implemented? Is the employee a self starter?

DEPENDABILITY: Employee needs little or no direction. To what extent can the employee be relied upon to carry out
instructions; and the degree to which the employee can work with limited supervision?

ATTENDANCE: Attendance and punctuality are very important in maintaining a normal work load and efficient schedule.
Employees are expected to report to work regularly and be ready to perform their assigned duties at the beginning of their
assigned work shift. Is the employee absent frequently? Are the absences affecting his/her performance? Does this pattern
constitute a hardship on the work environment?

RELATIONS WITH OTHERS: Consider employee’s abilities to maintain a positive and harmonious attitude in the work
environment. How well does the employee relate to the supervisors, co-workers and the broader University community.

COMMITMENT TO SAFETY: To what extent has the employee adhered to the recommended safe work practices,
participated in safety training programs; and contributes to the recognition and control of hazard in his/her work area.

SUPERVISOR ABILITY: In the evaluation of this factor, consider the employee’s ability to organize, plan, train, delegate
and control the work of subordinates in an effective manner.

LEVELS OF PERFORMANCE

THE EMPLOYEE’ S PERFORMANCE SHALL BE RATED IN ONE OF THE FOLLOWING CATEGORIES:

EXCEED PERFORMANCE STANDARDS: An evaluation resulting from overall performance which is significantly
above the performance standards of the position.

ACHIEVES PERFORMANCE STANDARDS – PROFICIENT: An evaluation resulting from performance which fully
meets the performance standards of the position.

ACHIEVES PERFORMANCE STANDARDS – MARGINAL: An evaluation resulting from performance which barely
meets the performance standards of the position. The supervisor must contact the Division of Human Resources to initiate a
Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.

BELOW PERFORMANCE STANDARDS: An evaluation resulting from performance which fails to meet the minimum
performance standards of the position. The supervisor must contact the Division of Human Resources to initiate a
Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.

Distribution: Original – Human Resources Copy – Supervisor Copy – Employee

Page Two

PERFORMANCE APPPRAISAL FORM

RATER’S OVERALL COMMENTS:

SECOND LEVEL SUPERVISOR’S COMMENTS: (Optional)

EMPLOYEE’S COMMENTS (Use attachments, if necessary):

EMPLOYEE’S SIGNATURE: _____________________________________________ DATE: _____________________

Signature does not imply concurrence with rater’s appraisal, only that appraisal was administered.

RATER’S NAME: _______________________________________________________

RATER’S SIGNATURE: __________________________________________________ DATE: _____________________

SECOND-LEVEL SUPERVISOR’S NAME: ______________________________________________________________

SECOND-LEVEL SUPERVISOR’S SIGNATURE: ____________________________ DATE: _____________________

EMPLOYEE’S REFUSAL TO SIGN: I certify that this performance appraisal was discussed with the employee who
refused to sign it.

RATER’S CERTIFICATION: ______________________________________________ DATE: ____________________

*Please deliver form to the Division of Human Resources, Payroll Department, PC 220.

PLEASE PRINT

PLEASE PRINT

Revised 10/15/2007

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Distribution: Original – Human Resources Copy – Supervisor Copy – Employee

STAFF PERFORMANCE APPRAISAL FORM

NAME: _________________________________________________ EMPLOYEE ID NO: __________________________

DEPARTMENT: ___________________________________ CLASSIFICATION TITLE: ___________________________

TYPE OF APPRAISAL: ANNIVERSARY SPECIAL

APPRAISAL PERIOD: FROM: __________________________ TO: ____________________________

This form must be returned to the Division of Human Resources by ________________. If the form is not received by this
date, rating will automatically default to Achieves Performance Standards.

INSTRUCTIONS: This appraisal form must be completed by the immediate supervisor
based on performance standards previously established. If the selected category is
“Achieves Standards” the supervisor must indicate the level of rating: M=Marginal or P=
Proficient. If the overall is Achieves Standards Marginal or Below Standards, the
supervisor must contact the Employee and Labor Relations Department for assistance in
implementing a Performance Improvement Plan.

EXCEEDS
STANDARDS

ACHIEVES
STANDARDS

BELOW
STANDARDS

JOB KNOWLEDGE:

QUALITY OF WORK:

PRODUCTIVITY:

DEPENDABILITY:

ATTENDANCE:

RELATIONS WITH OTHERS:

COMMITMENT TO SAFETY:

SUPERVISORY ABILITY: (applicable only to designated supervisor
positions)

OVERALL APPRAISAL RATING: (one CATEGORY must BE
CHECKED)

MP

Distribution: Original – Human Resources Copy – Supervisor Copy – Employee

RATING FACTORS

THE FOLLOWING ARE CONDITIONS THAT SHOULD BE CONSIDERED WHEN ASSESING THE EMPLOYEE’S
PERFORMANCE:

JOB KNOWLEDGE: In depth knowledge of all requirements of the job. How well does the employee understand all
phases of the job as defined by the performance standards set for the position?

QUALITY OF WORK: Accuracy and neatness. Does the employee produce a high quality work product? Is quality work a
priority for the employee?

PRODUCTIVITY: Consider employee’s ability to prioritize and organize work effectively to meet assigned deadlines.
Were assignments timely completed and appropriate follow-up implemented? Is the employee a self starter?

DEPENDABILITY: Employee needs little or no direction. To what extent can the employee be relied upon to carry out
instructions; and the degree to which the employee can work with limited supervision?

ATTENDANCE: Attendance and punctuality are very important in maintaining a normal work load and efficient schedule.
Employees are expected to report to work regularly and be ready to perform their assigned duties at the beginning of their
assigned work shift. Is the employee absent frequently? Are the absences affecting his/her performance? Does this pattern
constitute a hardship on the work environment?

RELATIONS WITH OTHERS: Consider employee’s abilities to maintain a positive and harmonious attitude in the work
environment. How well does the employee relate to the supervisors, co-workers and the broader University community.

COMMITMENT TO SAFETY: To what extent has the employee adhered to the recommended safe work practices,
participated in safety training programs; and contributes to the recognition and control of hazard in his/her work area.

SUPERVISOR ABILITY: In the evaluation of this factor, consider the employee’s ability to organize, plan, train, delegate
and control the work of subordinates in an effective manner.

LEVELS OF PERFORMANCE

THE EMPLOYEE’ S PERFORMANCE SHALL BE RATED IN ONE OF THE FOLLOWING CATEGORIES:

EXCEED PERFORMANCE STANDARDS: An evaluation resulting from overall performance which is significantly
above the performance standards of the position.

ACHIEVES PERFORMANCE STANDARDS – PROFICIENT: An evaluation resulting from performance which fully
meets the performance standards of the position.

ACHIEVES PERFORMANCE STANDARDS – MARGINAL: An evaluation resulting from performance which barely
meets the performance standards of the position. The supervisor must contact the Division of Human Resources to initiate a
Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.

BELOW PERFORMANCE STANDARDS: An evaluation resulting from performance which fails to meet the minimum
performance standards of the position. The supervisor must contact the Division of Human Resources to initiate a
Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.

Distribution: Original – Human Resources Copy – Supervisor Copy – Employee

Page Two

PERFORMANCE APPPRAISAL FORM

RATER’S OVERALL COMMENTS:

SECOND LEVEL SUPERVISOR’S COMMENTS: (Optional)

EMPLOYEE’S COMMENTS (Use attachments, if necessary):

EMPLOYEE’S SIGNATURE: _____________________________________________ DATE: _____________________

Signature does not imply concurrence with rater’s appraisal, only that appraisal was administered.

RATER’S NAME: _______________________________________________________

RATER’S SIGNATURE: __________________________________________________ DATE: _____________________

SECOND-LEVEL SUPERVISOR’S NAME: ______________________________________________________________

SECOND-LEVEL SUPERVISOR’S SIGNATURE: ____________________________ DATE: _____________________

EMPLOYEE’S REFUSAL TO SIGN: I certify that this performance appraisal was discussed with the employee who
refused to sign it.

RATER’S CERTIFICATION: ______________________________________________ DATE: ____________________

*Please deliver form to the Division of Human Resources, Payroll Department, PC 220.

PLEASE PRINT

PLEASE PRINT

Revised 10/15/2007

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  42. txtSocial:
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  44. txtToAppraisal:
  45. txtReturnBy:
  46. txtJob:
  47. txtQuality:
  48. txtProductivity:
  49. txtDependability:
  50. txtAttendance:
  51. txtRelations:
  52. txtCommitment:
  53. txtSupervisor:
  54. txtOverall:
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