Career Development Plan Part III

Career Development Plan Part III - 1 Performance & Career...

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1 Career Development Plan Part III – Performance & Career Management Holly L. Seppala 11/22/2010 HRM531 Mr. James Scholes 2011 Employee Evaluation – InterClean Incorporated
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2 Name: Title: Reviewer: Date of Last Evaluation: Department: Date of Next Evaluation: Reason for Review: Rating Standards Poor : Work performance is below standards set for this position. Below Average : Work performance does not always meet standards set for this position. Average : Work performance consistently meets the standards set for the position. Above Average: Work performance is consistently above standards set for the position. Outstanding : Work performance is consistently superior to standards required for the position. Poor Below Average Average Outstan ding Comments Product Knowledge R & R, OSHA Standards Knowledge Sales Goals Customer Satisfaction Communication Skills Leadership/ Teamwork Positive Work Environment Discussion Points 1. Has the past year been good/bad/satisfactory or otherwise for you, and why?
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3 2. What do you consider to be your most important achievements of the past year? 3. What do you like and dislike about working for this organization? 4. What elements of your job do you find most difficult? 5. What elements of your job interest you the most, and least? 6. What do you consider to be your most important goals for the next year? 7. What action could be taken to improve your performance in your current position by you, and your manager? InterClean Incorporated is a leading producer in the sanitation product industry and their reputation is due in part to InterClean’s commitment to managing their employee’s careers. According to Cascio (2006) a career is a sequence of positions
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4 occupied by a person during the course of a lifetime. Therefore, to say that InterClean manages their employee’s careers means that they help their employees to succeed in his or her career through promotions, bonuses, and continued education among other things. The importance of helping to manage employee careers is that it increases employee
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This note was uploaded on 01/29/2011 for the course HRM 531 taught by Professor Hrm during the Fall '09 term at University of Phoenix.

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Career Development Plan Part III - 1 Performance & Career...

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