Formal periodic performance evaluations are key processes for public and nonprofit organizations, and represent opportunities to assess individual performance and encourage formative individual development. These processes are often linked to other important aspects of our work lives, including increases in compensation, new and more important responsibilities, and promotions. This assignment challenges you to select a specific job and create or redesign a performance evaluation for that position. As with the job analysis assignment, you are free to use your current position (or one you’ve held in the past) or that of a colleague. In doing so it’s important to design this evaluative process from scratch rather than adopting current assessment or feedback plans. Similar to the job analysis assignment, this assignment represents an important form of experiential education in which you are tasked with engaging in specific and realistic human resources practices like creating performance assessment processes and planning appropriate methods of providing feedback. For this assignment, you will create a full performance evaluation process and a short reflection paper about the process. You may use the job description that you created for the job analysis assignment in this course, or you can select another position of interest to you. Assignment Specifics You will engage in three processes, including 1. creating specific and tangible methods of assessing performance, 2. designing a formal process for providing feedback to employees, and 3. reporting on your efforts. 1. Methods of Performance Assessment Identify the specific position that you’re examining for the assignment Develop a set of quantitative measures or prompts for qualitative description (or a combination of both) that focus on individual performance as appropriate for that position. In doing so, work hard to capture the most important information that signals that an individual is performing their job well with attention to specific aspects of their job description. Quantitative measures should include both the prompt (the question that a supervisor or employee answers in completing the rating) as well as the rating scale itself. Prompts asking for qualitative description should ask for specific information in a manner that will best elicit that information (e.g., please be clear in what you’re asking of the supervisor or employee). If using both quantitative and qualitative information, please be sure to integrate those components in a manner that makes sense. When crafting the document, design it with clarity and usability in mind, as if you’re actually creating it for a work evaluation process. Importantly, this assessment system need not be overly complex (more is not always better) – just be sure that you’re rating employees in an appropriate manner for that position. 2. Create Processes for Assessing and Providing Feedback Create a detailed process for assessing and providing feedback to employees based on their performance assessment. This should include: A timeline for evaluation (annual, semi-annual, other) A description of the manner in which significant evaluative events will occur (when scoring of employees will happen; opportunities for employer narrative description of employee performance; employee self-ratings; peer or subordinate ratings; post-rating discussion of evaluation with employees to improve performance; etc.) How you present this information is up to you, but it may be best to imagine that it’s going into a formal employee handbook or other organizational policy manual, and to design it with that in mind. Please be sure to look to the textbook, your employer, and other examples from reputable sources for guidance on the specific manner in which you can provide this feedback to maximize the benefit to employees. As with the previous component, more is not always better. Please be able to argue appropriateness for the specific position. 3. Reporting on your Performance Evaluation Process Write a 2-page report that discusses the assessment processes you chose to incorporate in the performance evaluation, why those specific processes are best suited to the position, and how the feedback mechanisms are appropriate. Other Assignment Requirements / Formatting The assignment should use 12 point, Times Roman with 1-inch margins. Submit the performance evaluation and report merged in the same document. Include a cover page with your name, the class name and number, and the date. Use in-text citations that follow APA style, and include a properly formatted reference list at the end of the paper.
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