Unit 61 Assignment 1

Exercise #61

Item #1
Tom,
I would like to have a meeting with yourself and your supervisor to review the evaluation. Are you available on Friday at 10:00 am?
Sincerely,
Jane Smith
HR Department
Additional Action:
I will email Tom Morrison’s boss and discuss the evaluation with him. I hope that in my discussion I will discover that he has set forth a course of action to discus training and performance goals with this employee in achieving a stronger performance review in the future. (Mathis, Robert, et al. pg. 357) I will be sure to discuss with him the dangers of rating patterns and contrast errors. It is important that the reviewers understand that they should steer clear of rating employees against each other and stick to rating employees
To help support this matter in the future, we have reviewed our performance evaluation and decided to add some additional criteria to our evaluations. These changes will be covered in an upcoming meeting with all managers and supervisors. You should receive an additional email in the next month with a date for this meeting.
Sincerely,
Jane Smith
HR Department Additional Action:
Review the evaluation. I would take this scenario and also present it to the executive managers in my meeting. I would suggest that a narrative method be added to the evaluation so that managers can use critical incidents to support their rating. (pg 355) This would help an employee to accept the constructive criticism given because there are supporting facts to be given.
Item #6
Howard,
Now that Harold has had some time to absorb the information, meet with him again and see if he will sign the evaluation. If he still refuses, call a third party into the meeting and have them be a witness that Harold agrees with the evaluation. His signature will no longer be needed, as you will have a witness signature.
Sincerely,
Jane
Item #10
It is against our company policy for an supervisor to discuss employee evaluations with third parties. I would like to have a meeting with Helen, her supervisor and yourself to further discuss this situation and reveal all the facts.
Sincerely,
Jane Smith
HR Department
Additional Action:
I would call in Helen Jackson’s supervisor and see if she is aware of the situation. We would discuss the common law deformation that is at stake and the potential for a lawsuit with Jeff. If Helen did communicate to other employees about false reports of Jeff’s performance, it could harm his reputation and cause unfair results. (Van Bogaerd) We would then conduct a meeting with Helen and Jeff to gather the facts related to the case. If Helen is found guilty, she will be reprimanded up to or including termination according to our policy.

References:

Mathis, Robert, et al. Human Resource Management (14th edition). Cengage Learning. Stamford. CT. 2014. Print.

Society for Human Resource Management. Performance Management: What if an employee refuses to sign a performance warning or evaluation? December 12, 2012. Reference. SHRM.org. Web. 27 Oct.