Question

Sequence these activities in the order in which they should be completed to maximize the effectiveness of the performance management process

Activities standards at both the group piscuss observations and concerns not mentioned by the what the evaluations will focus on (e g. tasks, responsiblities decide who will be evaluating whose pertormane appraisee (and ask tor and listen to procedures, make sure that appraisees improvement that delineates who will do what to overcome e evaluation s Write up the finalized performance evaluation standards and develop a plan for performance ttinment of personal, work group, and and Identity appropriate changes in existing job analyses and position des others descriptions by discussing them wh E | emgloyees and lent Evalate the effectiveness of the new system on the basis of quality and perfor Begin the formal appraisal interview by explaining the purpose of the mee procedures meeting Provide ongoing fedback to reinforce desired behaviors and signal those that are inconsistent with standands based on data collected throughout the apprasal period and on ratings provised ty che (eg. by the appraisee, the appraisee's peers, the work group's internal or external customers) Develop preliminary drafts of the evaluation form(s) and quidelines to be used Ask the appraisee to describe specific accomplishments that should be recognized, behaviors that should be changed, and a which assistance is needed Monitor both individual and group progress, comparing observed behaviors and achi evements to performance standard Establish the objectives of the performance management process Provide work group members with support and guidance in developing strategies, establishing schedules, and procuring the resources necessary to meet expectations. 0 Problem-solve, consult, remove obstacles, and propose corrective actions as deficiencies are identified and mctually acknowledge Discuss and negotiate performance expectations with each appraisee and work group P (a) after providing informal feedback regarding performance. forl (b) before finalizing the standards and procedures that will be used Use the appraisal results to guide decisions regarding job assignments, training, or rewards Q(a) before they are discussed with the ratee and become watered down. [or] (b) after they are discussed and interpreted with the ratee. Document positive and negative critical incidents and behaviors, as well as any corrective actions proposed (a) after evaluating employees (to justity the formal ratings).for] (b) as they occur (to provide a basis for future performance ratings and feedback). Evaluate your own performance as a manager S (a) based, in part, on appraisal results for employees. for (b) and set standards for employees that mirror your progress Update and revise, in writing, the job analysis and description for each employee (a) prior to defining performance standards. [orl b) after using the new appraisal system for at least a year marican Management Association 0 All Rights Reserved

Answer 1

M - Establish the objectives of the Performance Management System

A - Determine what the evaluations will focus on

J - Develop preliminary drafts of the evaluation forms and guidelines

P - Discuss and negotiate performance expectations with each appraisee and work group

i) before finalizing the standards and procedures that will be used

C - Write up the finalized performance evaluation standards and procedures and make sure the appraisee understands and accepts

N - Provide work group members with support and guidance in developing strategies, establishing schedules and procuring the resources necessary

G - Begin the formal appraisal interview

H - Provide ongoing feedback

K - Ask the appraisee to describe specific accomplishments that should be recognized..

B - Discuss observations and concerns not mentioned by appraisee

L - Monitor both individual and group progress

O - Problem solve, consult, remove obstacles, and propose corrective actions as deficiencies identified..

D - Jointly develop a plan for performance improvement that delineates who will do what to overcome deficiencies...

R - Document positive and negative critical incidents and behaviors ..

a) after evaluating employees

I - Complete Performance evaluation forms based on data collected throughout the appraisal...

Q - Use the appraisal results to guide decisions regarding job assignments, training or rewards

b) after they are discussed and interpreted with the ratee

E - Identify appropriate changes in existing job analysis and position descriptions by discussing them with employees and relevant others

F - Evaluate the effectiveness of the new system on the basis of quality and performance data and appraisee's reaction to the new procedures

S - Evaluate your own performance as a manager

a) based, in part, on appraisal results for employees

T - Update and revise, in writing, the job analysis and description for each employee

a) after using the new appraisal system for at least a year