Evaluation Performance

Topics: Evaluation, Human resource management, Collective bargaining Pages: 5 (1426 words) Published: September 16, 2013
RUNNING HEAD: Grievance Procedures

An Analysis on Grievance Procedures

Robert Trejo

An Analysis on Performance of Evaluations
Introduction
This paper will discuss several aspects of the procedures of the performance of evaluations in the work place. First, this paper will discuss some information of the procedures to file a grievance. Then this paper will talk about the importance of a grievance procedure. Furthermore, this paper will demonstrate the existing causes and effects that relate to this topic. In addition, this paper will make a prediction in relation to the causes and effects of a grievance procedure. Background

Performance of evaluations is an important tool for supervisors, their employees and their organizations. They are a powerful process of communicating employer standards, values, job expectations and requirements. From the employee’s perspective, it is important because performance evaluations help improve employees work performance and improves employee self-awareness. Performance of evaluations may also encourage employees to improve their work performance and even motivate them. From the manager’s perspective, performance of evaluations assists supervisors to measure job productivity. It gives the supervisor an opportunity to communicate the organization’s values to their employees. Performance of evaluations also helps point out areas of improvement and the organization’s goals. Further, performance of evaluations assist supervisors to identify employee performance problems and gain control over the conditions that affect productivity in an organization. Importance of Topic

Performance of evaluations is very important to practice effective discipline. Employee discipline is not confined to punitive action. Discipline includes the setting of job expectations, limits, standards and accountability. The role of performance evaluations is thus integrally tied to effective discipline of employees. Ideally, discipline leads to self-awareness and self-discipline of employees. Using the evaluation process can assist management reach this goal. In the event an employee cannot meet job requirements, the evaluation constitutes powerful evidence to support punitive action as it documents the employee’s performance and supports personnel actions in the event they are challenged. A well prepared evaluation often may protect the supervisor and the agency if they are sued. Evaluations often play a significant part in defeating an employee’s claims of retaliation or discrimination. In addition, they provide a warning to employees and an opportunity to improve performance. Well prepared performance of evaluations give employees notice of performance deficiencies, which in turn, enables management to defend disciplinary personnel decisions. As an example, consider an agency that wants to discipline an employee for tardiness. Assume that prior performance of evaluations reflect punctual habits. Assume further that the agency never communicated its concerns to the employee. The agency’s efforts will likely fail because the agency’s official documentation reflects satisfactory performance. Performance of evaluations is a tool to help supervisors get the results they want from the employees they supervise. They also can be a powerful shield against liability should employees fail to deliver.

In the management perspective, performance of evaluations assists supervisors set goals and objectives with employees. They help supervisors evaluate and measure employee performance, provide continual feedback, and recognize and reinforce positive performance. Management should performe annual performance of evaluations to their employees. It should be an on going process. In order for any performance of evaluation system to work, supervisors must regularly evaluate employee performance and not put off...

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Katz, Harry C. & Kochan, Thomas A. (2004). An Introduction to Collective
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Liberty Cassidy Whitmore. (/10/2005). News and Publications: Neither The
Labor Agreement Nor Past Practice Held To Have Waived Agency 's Management Right To Make Promotional Decisions
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