Competency 317.1.6: Performance Evaluation
All employees want a fair and accurate performance evaluation. It’s it important that an evaluation reflect each employee’s job duties and how well they have performed. In this scenario, the engineer’s first performance review ended with him being angry over the way in which he was being evaluated. There were three main issues with the engineer’s evaluation. The engineer felt that no one in the company, including the plant manager was qualified to complete his annual review. He felt this way because he is the only trained engineer in the company. As a result, the engineer had little confidence in the way that he was being evaluated and was upset that most of his review was based on relationships with other co-workers and his own personal characteristics. For the second annual review the plant manager is exploring other options when it comes to evaluating the engineer.
The three most commonly-used sets of evaluation criteria which should be used in evaluations are individual task outcomes, behaviors, and traits. In this scenario, the engineer could be judged on what he was able to accomplish. For example, the changes that the engineer suggested resulted in considerable savings on manufacturing energy cost and eliminated a significant safety hazard that had been previously overlooked. Behavior refers to not only how the employee works with others but also organizational performance, promptness, and suggestions for improvements. In the scenario, the engineer clashes with other employees and has a poor attitude towards co-workers. However, the engineer’s suggestions have led to positive changes with the company. Traits are referring to the engineer’s attitude, showing confidence, and being dependable. In this scenario, the engineer demonstrates a poor attitude towards co-workers and does not pay close attention when the manager is speaking.
When you compare the most commonly used sets of criteria of claim...
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