1.

Detail each step you will take as you develop a new performance evaluation
system.

First, I will adjust the assessments quarterly to every quarter/ bi, plus quarterly. I think
there’s so much time a year for an appraisal. I don’t think it needs to be a full scale
comparison between the annuals. The reviews will include pay increases. A friend of
mine, for example, works at a facility not for profit. Owing to the deficit, there has been a
year or two in which salaries were put on hold. We are celebrating a paid milestone. I
would like to include it in the evaluations. Then I will appoint the particular person who
will send the evaluations. I believe there should be more than one person involved in
avoiding biases. A priority ought to be addressed as well. I think every department
should have its own assessment form. In my view, it would be more successful if it were
job specific. For through evaluation, I will pick more than one type. We’ll provide a self-
assessment of employees. For each job we will set goals that will be checked at each

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assessment time. Make sure the appraisal contains all good aspects as well as aspects

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that require improvement. Provide solutions to the issues like further preparation.

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Comments from both employers and workers should be given a location. If things need

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to be changed, then a date should be set for reassessment.
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Another is a new performance management framework that should use a short control
cycle. There would have to be various numbers of workers to supervisors, because
each department seems to have an unequal number. I believe that this is the best
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approach as these managers in their department work with these workers assessing
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them is only sensible for them. Since I don’t know the hourly wage the managers are
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paying, i can’t place the sum of money on the time spent doing these performance
reviews. Such tests are performed twice a year. So we have been able to dissuade
changes since the last assessment.
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Delivery Manager Warehouse Manager

Number of employees: 38 Number of employees: 24

Time Spent writing: 1 hour Time spent writing: 1 hour

Hours spent in total: 76.5 Hours spent in total 48.5

Marketing and Technology Manager Tech Support

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 Number of employees: 5 Number of employees: 11
Time spent writing: Time spent writing: 1 hour
Time spent with Employee: Time spent with employee: 1 hour
Time setting up meetings: ½ hour Time setting up meetings: ½ hour

Hours spent in total 10.5 Hours spent in total: 22.5

2. Identify specifics such as source, type of rating system, and criteria plans for
each job category. Discuss budget for each performance evaluation. Address how
you will obtain management buy-in for the new process.

I think that with the aid of implementing transition, managers can be more involved in

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the assessment process. After the cycle begins they will have the right to say what they

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like and hate. Whether things can be improved for the better there will be room for

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improvement. Let them learn about their views and matters of time. This will save time
by improving the system. Each month my friend does them and she said that this has

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never crossed her mind. She notes that “that is in the definition of my work.” i think that
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they should be kept so plain. That prevents waste of time and resources. Checking in
more frequently will support that as well. Waiting a year between evaluations leaves a
lot of time to pass and a lot of things will happen. Every department should have its own
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evaluations, I believe. Managers, delivery drivers, distribution, marketing, technology

and customer support should have their own where they are employed based on their
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job requirements. This can save the assessment process money, too. It should be
explained after the fact. For eg, delivery drivers, customer service and warehouse
customer reviews. For example, delivery drivers, customer care and warehouse, it will
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be very helpful for the customer review to evaluate how good of a job they are doing?
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Are they getting loads of complaints? Were they the same quality goods that they give
out? Were they right on time? It will be interesting to determine with marketing how
many new consumers are brought in using their methods. Managers will be interested in
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looking at the overall performance of the workers and see if they lead the team. I often
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think it helps to have a distinct size. That's one of the tests where my friends are
employed. The average out score is. That’s why I think it’s important to have more than
one appraisal manager in charge. They must be rational and emotions can not play a
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part in the process.

Classification system type: Graphical rating scale

Budget for every assessment: These tests are relatively inexpensive. A department with

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 more stagg would of course cost a little bit more than others.

How to get management buy-in: By explaining the issue with our current system and
why this new system is so relevant, we can get management buy ins. Management will
not be conscious that this job appraisal strategy doesn’t work effectively. We’ll also
gather management input, see how they feel about the existing system and then after
the new program has been introduced, get input on that as well.

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