Question

-        What are the specific types of performance management technique(s) present in 

-       the instrument? 

-       What are the instrument's major strengths? 

-       Are there any features in the instrument that may compromise assessment, reliability and felt-fairness? 

-       Are there any ways in which the instrument, and the approach to performance management that it reveals, might be improved (300 words)? 


these questions are based on the instrument attached below Screen Shot 2019-09-29 at 7.56.44 pm.pngScreen Shot 2019-09-29 at 7.57.02 pm.pngScreen Shot 2019-09-29 at 7.57.27 pm.pngScreen Shot 2019-09-29 at 7.57.41 pm.png

Image transcriptions

Performance & Development Planning Name: Review Period: Position: Employee's Signature: Department: Manager's Signature: Manager: Date: Performance Agreement Agree 4-5 key accountabilities which relate to yours, your team's and the company's business goals. For each accountability, set no more than 3-4 SMART objectives. Managers should include one accountability related to the management and development of their team members. (Refer to your position description to identify your key accountabilities.) Weight each accountability to determine its relative importance, (the sum of all accountabilities should total 100%). Review your progress mid year and refocus your accountabilities and objectives where relevant. Ratings: E = Exceeded requirements of objective; M = Met requirements of objective; P = Partially met or did not meet requirements of objective. Accountability | Objectives Weight Self Assessment Manager Review Mid Year Review Annual Review Rating Accountability Objectives Weight Self Assessment Manager Review Mid Year Review Annual Review Rating

Accountability | Objectives | Weight Self Assessment | Manager Review Mid Year Review Annual Review Rating Accountability Objectives |Weight Self Assessment Manager Review Mid Year Review Annual Review Rating Accountability | Objectives Weight Self Assessment Manager Review Mid Year Review Annual Review Rating Competencies At the start of the year you choose three competencies and your manager chooses three competencies to review over the year. Give examples of how you have shown the competencies in your work during the year. Use the competency guide to determine your rating. At the end of the year, transfer the competencies you require development in to your development plan. Managers should include at least two managing/developing competencies. Ratings: E = Exceptional performance; M = Met all standards required; P = Opportunity for development Competency Self Assessment Manager Review Rating Rating

Competency Self Assessment Manager Review Rating Rating Rating Rating Rating Rating Employee's Summary In the space below, GAVGA your overall results for the year. Include any achievements that have not Comments been detailed in the objectives section. Manager's Summary In the space below, GAVNAGA the employee's overall results and describe the impact they had on your Comments department and the company overall. Include any achievements that have not been included as part of the objectives. Overall Performance Rating: Outstanding Top contributors. All objectives achieved on time and to an outstanding level of quality. Overall performance consistently exceeds that which is normally expected for the position. Excellent Significant contributors. All objectives achieved on time and to a high level of quality. Overall performance often exceeds that which is normally expected for the position. Good Steady contributors. Objectives reached to an acceptable level of timeliness and quality. Overall performance meets the standards normally expected for the position. Needs Requires assistance to contribute to the required level on a consistent basis. Some of the objectives not mprovement achieved or not always to the required standards. Overall performance falls short of the standards normally expected for the position, however this may be because the incumbent is still learning or new in the position. Unsatisfactory Significantly under-contributing. Many/most of the objectives not achieved. Overall performance falls significantly short of the minimum standards expected for the position. Career Development Interests Are you enjoying your current job? What could be done to improve it? What other positions are you interested in progressing/moving to if there was an opportunity? What skills are you interested in developing?

Development Plan (Transfer from last year's performance review and identify development needs to support improved performance and career goals) Competency for Action Plan for Development Priority/ Results Achieved Development (design your action plan from the following list of Completion development options: work experience, formal training, reading, self study, video, coaching and mentoring from Date manager)

Subject: Business, Management
Performance & Development Planning Name: Review Period: Position: Employee's Signature: Department: Manager's Signature: Manager: Date:...
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