Performance Evaluations: The Good, the Bad and the Ugly

LACONI Middle Managers Section – Unconference - February 11, 2015

http://www.performancepreview.com/survey.html

How Much Do You Hate Performance Reviews?

Get Rid of the Performance Review!: How Companies Can Stop Intimidating, Start Managing--and Focus on What Really Matters. Culbert & Rout. Business Plus, 2010.

How Will We Unconference?

Be Engaged Respect One Another Determine Topics Set Our Agenda Mixing Things Up Law of Two Feet Suffering is Optional Other Ground Rules?

Agenda Stuff

We’ll need a lunch and some breaks

Time to toss out a few topics

Probably some small group discussions

Maybe a full group Q&A

Possibly a full group discussion

We could read some articles and discuss

Anything else?

What do you want to do?

Sample Discussion Topics:Open Only in Case of Group Brain Freeze

Questions to Make You Think Twice About the Value of Performance Reviews

Do you think performance reviews are objective? If so, why do you think surveys show that more than half of employees get completely different reviews if they are rated by a second boss?

Do you believe performance reviews help or hurt teamwork? If you knew that only three people in your department could get a top ranking, would you be more or less inclined to help your colleagues succeed?

One of the most-popular types of reviews is the 360-degree review, where colleagues anonymously offer their view of your strengths and weaknesses. Do you think your colleagues are in a position to know what those are?

How important is it that employees speak honestly to bosses? How honest are you when you get a performance review? In giving a performance review, have you ever shaded the truth – perhaps out of concern for the other person’s feelings, or because you had your own agenda in what you wanted the employee to do?

How often has a boss told you what he or she thought about an issue, and then asked you what you thought about it? And how often did you feel the boss really wanted to know your answer?

Source: http://www.performancepreview.com/think.html (Culbert, Samuel A. with Lawrence Rout. Get Rid of the Performance Review! Business Plus, 2010.)

How Do You Avoid … ? The Halo Effect - tendency to overrate a

favored employee, or an employee who had a prior good rating

The Horns Effect - tendency to rate an employee lower than circumstances warrant

The Recency Error- letting outstanding work [or unsatisfactory work] immediately prior to the evaluation offset an entire year of performance

The Cookie Cutter Effect - not focusing on individual specific performance, rating all your employees, or groups of employees the same

Source: http://hrweb.berkeley.edu/performance-management/cycle/review/tips/supervisors/checklist-prep

Setting Goals

Institutional Expectations

Behavior Specific

Title Specific

Department Specific

Role Specific

Challenges

Solutions

Improving Goal Accountability

Prioritizing GoalsScoring CompetenciesChecking InAutomated RemindersMonitoring ProgressPartnerOther Ideas?

Performance Criteria

Knowledge

Quality

Quantity

Attitude

Attendance

What other criteria do you find helpful?

Anything dictated by your institution?

Ratings

Numerical Scales

Alphabetic Scales

Narrative Scales

Simple or Detailed?

Matrix

Descriptive Narrative Only

Others?

Measurements

“Measure what is measurable, and make measurable what is not so.”

More/Less

Deadlines

Training Sessions

Tardiness/Absenteeism

Projects - Number/Completion

Others?

Thanks, Everyone!

Bibliography

Bortz D. Ace Your Annual Review. Money [serial online]. March 2014;43(2):35. Available from: Academic Search Complete, Ipswich, MA.

Culbert, Samuel A. Rout, Larry. Get Rid Of The Performance Review: How Companies Can Stop Intimidating, Start Managing--and Focus On What Really Matters. New York : Business Plus, 2010. Print.

Thompson K. The Dreaded Performance Review. Phi Kappa Phi Forum [serial online]. Spring2012 2012;92(1):23. Available from: Academic Search Complete, Ipswich, MA.

Today’s Facilitator:

Michelle Y. RoubalHead of Reference and Reader ServicesPlainfield Public Library DistrictPhone: 815-436-6639 x236email: mroubal@plainfieldpubliclibrary.org

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