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Your total performance will determine your final rating. This rating is what determine your yearly raise percentage, and it also effects your yearly bonus percentage. They also use this information for promotion purposes. Also, during the year, you and your supervisor will have a monthly one on one meeting. At these meeting you can discuss any question either of you may have, about the job, your performance, their performance, promotion, applying for other job openings, career path, if you need or are wanting more training, basically anything you want to talk about. Four of the performance criteria falls in evaluation process. Validity- validity is the extent to which a measurement tool actually measures what it is intended to measure. This I feel would be the set goals that are determine by upper management for each department and their workforce. These goals are set to ensure the years product numbersare meet and also that each employee moves forward in skill sets and training. The final measured number are then used in the employee’s performance evaluation. Reliability - reliability describes the consistency of the results that the performance measure will deliver. With having set goals for each department, all employees of that department are measured by those goals. Every employee should be rated on the same scale. So,
PERFORMANCE MANAGEMENT and TRAININGat the end of the year, each employee has the same chances to succeed. It is up to each employee and their performance that will determine their final rating. Acceptability - Whether or not a measure is valid and reliable, it must meet the practical standard of being acceptable to the people who use it. Once the set goals are created at the beginning of the year, you and your supervisor will go over your goals. You will discuss what is expected of you, make a plan on how to achieve your goals, and also you will set a number goal for yourself, what you think you can do. Once you have gone over all the set goals, what you feelis good for you and what you might think is unreachable. You and your supervisor will then sign off on your goals each quarterly after reviewed, as accepted and then they are sent off to upper management to review. Specific feedback - A performance measure should specifically tell employees what is expected of them and how they can meet those expectations. Being specific helps performance management meet the goals of supporting strategy and developing employees. Feedback is a very important tool I believe, without it how would any employee know how they are doing, or what they should be doing. At Caterpillar feed back is giving often with each one on one meeting, and with your quarterly goal evaluation. If you have a good supervisor, you should be able to ask for feed back on any question you might have at any giving time. Feedback can make or break an employee. Only giving negative feedback and never positive feedback to an employee can make them become disgruntle and unhappy at work. Their performance could suffer. Feedback lets the employee know how they are doing and where they need to improve.