Read e-book online Productive Performance Appraisals PDF

By Paul Falcone

ISBN-10: 0814474225

ISBN-13: 9780814474228

Now thoroughly up to date, the publication has new sections on ranking staff, justifying ratings, and weaving disciplinary language into the assessment. Readers also will locate suggestions on constructing occupation plans, preserving constant documents, speaking adjustments in roles, how stories are used while deciding on layoffs, and masses extra.

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Additional info for Productive Performance Appraisals

Example text

Remember that as a general rule of thumb companies rely on multiple considerations when having to decide who is the least qualified staff member to assume the remaining job duties after a layoff. Some of those considerations include tenure, education, certifications, absentee record, performance reviews, and progressive disciplinary records. , your ex-employee) for layoff. The lawyer’s argument may sound like this: ‘‘Your honor, my client, their ex-employee, had more tenure than anyone else in the department.

Data on what tasks the employee works on, including project names, coworkers, outside contacts, and any feedback on employee relevant to job performance. In Out 4. Unsupported complaints by others against employee.

Agree to meet with the employee in one to two months (but no more than three) to evaluate his progress. COUNSELING THE PLATEAUED EMPLOYEE Eventually, some employees reach a point where they have risen as far as they are likely to go within their organization. Whether they 40 How to Make It Happen: Advance Preparations FIGURE 4-1. JOB OBJECTIVES WORKSHEET. Ultimate Goal: To become a corporate recruiter Interim Goal Plan of Action 1. Become more knowledgeable about recruitment and selection. Take course on recruitment and employee selection at local college.

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Productive Performance Appraisals by Paul Falcone


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