Grievance Procedure Analysis

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
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 reviewing employees until their review dates. They must also engage in ongoing communication with their subordinates regarding performance issues. Properly utilizing performance of evaluations measure employee and supervisor performance. Many managers view performance of evaluations as a record of employee performance only. However, performance of evaluations also reflect how well supervisors communicate and otherwise relate to their
Problem employees are not entitled to the same responsibilities or rewards as satisfactory or outstanding employees. Supervisors can and should assess who needs more attention from them because of performance issues. Problem employees need more attention, potential discipline as well as candid performance of evaluations. In order to determine whether a supervisor also needs to discipline an employee for poor performance. Supervisors should make a list of problem or challenging employees. Supervisors should release the problem employees who are still on probation. An employee who does not perform at his/her best while on probation generally lacks the motivation or capacity to improve. A problematic probationary employee does not improve once made permanent. As to permanent employees, assess the severity of the problem. Does the problem impact job performance? How much time do you or others spend addressing the problem? A disciplinary record differs from the performance record in that it is exacting and focused on particular problem issues. A performance record, conversely, should document behavioral and performance trends over an entire evaluation