Topics: Human resource management, Performance appraisal, Evaluation Pages: 6 (1333 words) Published: September 2, 2014
Item 1:
To: Tom Morrison, Accounting Department
From: HR Department
Re: 90-Day Employee Evaluation


A potential appraisal problem commonly found is unclear standards. Reasons for receiving mostly 3s on you 90-day employee evaluation may be due to the lack of communication of what your position entails. Another problem shown in your situation is that of leniency. Your supervisor has the tendency to rate all subordinates high or low. It has come to my attention that your biggest concern is why you are being evaluated on your experiences compared to the older, more experienced workers. The reason for this is because the longer these workers have been at the company in your division, the more experience they have gained and know what your supervisor expects of them. I suggest that you consult with some of your fellow co workers, preferably the “older, experienced” ones and ask questions pertaining to their experience. As for the HR department, we will address the issue regarding the process of his employee evaluation process and ensure the fairness aspect of it. Please allow a minimum of two days for the issue to be resolved.

Item 2:
To: Paul Lands, Computer Center
From: HR Department
Re: Performance Evaluation


I am sorry to hear about your situation when comparing your performance evaluations with your co worker. From what you have addressed, your supervisor is using the paired comparison method, which enables the more precise ranking method. For example, every trait (quantity of work, quality of work, etc.), you pair and compare every subordinate with every other subordinate. With this method comes some disadvantages, such as bias and leniency. In this predicament, your supervisor may be have been biased during the performance evaluation affecting the appraisal ratings you and your co worker received. If this is the case, I will speak directly to your supervisor and address the unfairness and appraisal problems present. Please allow 3-5 days for this issue to be resolved. If you have any further questions or concerns, please contact the HR department. Thank you.

Item 3:
To: Jill Best, Manager
From: HR Department
Re: Lost Performance Appraisal Form


Thank you for addressing the issue and contacting me regarding the lost performance appraisal form. Unfortunately, if the appraisal form is lost, there is not much to do rather than apologizing to the employee, addressing the issue, and scheduling another time to conduct the evaluation as soon as possible. Luckily, there is no immediate harm done, just loss of time. The evaluation second time around may be more efficient and significant because both you and the employee will recall information and specific topics in relation to the appraisal.

Item 4:
To: Sue Peters, Supervisor
From: HR Department
Re: Administering Employee Evaluations


Although you have only been working as the supervisor for a short period of time, it is still necessary for to complete the performance appraisals. Consult with the previous supervisor or Department Head before completion of the appraisals. Performance evaluations are beneficial to the you, the employee, and the company. Not only does it encourage employees to perform better in the future, it provides communication between the supervisor and employee on a regular basis to discuss job duties and issues with work performance. Since your have only been supervisor for a week, I suggest you conduct the performance evaluations and use them to your advantage by explaining organizational goals and ways in which the employees can participate in the achievement of those goals.

Item 5:
To: Sandra Kelly, Supervisor
From: HR Department
Re: Evaluation of Karen Bicknell


Thank you for addressing your concerns regarding your employee’s disapproval with her evaluation. These kinds of situations happen quite often and you should know that defensive behavior is normal. Do not...
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