Performance Review Protocol
docx
keyboard_arrow_up
School
Central Michigan University *
*We aren’t endorsed by this school
Course
500
Subject
Arts Humanities
Date
Dec 6, 2023
Type
docx
Pages
5
Uploaded by LastDegree2023
Performance Review Protocol
College of Humanities and Social Studies, Grand Canyon University
COM-500: Relationship in the Workplace
August 2, 2023
1
Performance Review Protocol
A performance review is the process of appraising the employee’s previous work
performance and conveying future expectations for the job by providing constructive criticism
and recommending professional development opportunities (Laurinavicius, T., 2023). Most
companies require a performance review annually to track the growth of their employees and if
they met the goals that were set. This process of communication gives the manager the
opportunity to provide valuable feedback that employees can use to achieve their goals (Wilkie,
D., 2015) and ask questions on how they can develop and advance within the company. Reviews
also affords the opportunity for incentives such as promotions and bonuses. Organizations should
consider criteria’s when requiring a performance review to be conducted, such as teamwork,
attendance, quality of work, quantity of work, strengths, weakness, job knowledge and goals.
Teamwork:
employees working in a team environment need to exhibit flexibility, adaptability,
and cooperation with the team. Listen and respect others’ opinions, treat people equally, and
communicate clearly and concisely. Sharing information appropriately with others creates an
atmosphere of collaboration.
Attendance:
adheres to work schedules, deadlines, and department policies on attendance and
punctuality, exercises good judgment in scheduling time off from work.
Quality of Work:
responsible for own actions and exhibits the ability to get things done.
Employee is able to complete job requirements and assignments accurately, thoroughly, and
effectively, that achieves expected outcomes.
Quantity of Work:
completes job requirements and follows through with assignments timely,
meets deadlines, and uses work time productively. Effective time management skills and ability
to multitask.
2
Strengths:
over the past year, list three strengths you have developed since working in the
department.
Weakness:
list three weaknesses you have identified that you need to improve to be more
effective in your position. Determine if they are 30-, 60-, 90- or one-year goals.
Job Knowledge:
demonstrate appropriate understanding of job duties, develops skills needed to
perform job effectively. Understands expectations of the job and prioritizes assignments and
responsibilities. Uses technology to perform job duties.
Goals:
where do you see yourself within the company in the next two to three years and how do
you plan to meet this goal?
Employee Reviews
Barbara Mixon, Human Resources Director of ImageOne, is conducting the annual
performance reviews for three of her employees (Grand Canyon University, 2016). Each of her
employees contribute to the department and company in various ways. However, there are some
deficiencies that must be address before the start of the next review period. She must decide who
will be approved or denied their merit increase. To address each employees’ deficiencies,
Barbara must be proactive and present plans that will motivate and encourage Brian LeRoux,
Natalya Robertson, and Shavonne Watson, to achieve their goals.
Brian LeRoux, Human Resource Manager for ImageOne, has great work ethics and
outstanding performance (GCU, 2016). However, his work performance declined this year
requiring Barbara to complete a formal write-up and submit to his file. His decline performance
will be a contributing factor for him not receiving his merit increase. To get Brian back on track
and motivate him, Barbara should conduct a 90-day review to evaluate Brian’s performance and
provide feedback. A motivation for the turnaround in performance would be a pay raise since he
3
Your preview ends here
Eager to read complete document? Join bartleby learn and gain access to the full version
- Access to all documents
- Unlimited textbook solutions
- 24/7 expert homework help
missed out on the yearly merit incentive. If he is still struggling, require him to attend time
management and professional development training.
Natalya Robertson, the Benefits Manager for ImageOne, efficiently saves the company
money each year, is good at her job, but has very poor attendance (GCU, 2016). Unfortunately,
Barbara has not done her due diligence in documenting and speaking with Natalya regarding her
attendance. Now, Barbara has no proof to validate this issue and cannot use her poor attendance
as a reason not to receive her merit increase. However, Barbara can approve a lower amount. To
motivate Natalya, Barbara needs to reiterate to Natalya her attendance is a major factor in
receiving merit increases and continued employment with the company.
Shavonne Watson, Administrative Assistant for ImageOne, is very enthusiastic and a
well-like employee of the company (GCU, 2016). However, her work performance has been
average the past year. She is a part-time student who loves to travel, which could be a
contributing factor to her performance. Barbara sees the potential in Shavonne and suggests that
she goes through professional training and mentoring programs to enhance her skills which
would lead to a promotion within Human Resources. One incentive that can be offered to
Shavonne if available is tuition reimbursement. This monetary incentive would help with her
educational goals.
Barbara’s review of her employees’ performance has given her a perspective on how they
contribute to the company. She realizes going forward that monetary motivation is a key factor
that pushes her employees’ work performance. Constructive feedback to the employees provides
them with insight into their shortcomings and what the company has to offer to help them.
Monetary motivation makes an employee feel appreciated for the hard work and dedication they
give to the company, leading them to success.
4
References
Grand Canyon University. (2016).
Performance review scenarios.
https://halo.gcu.edu/resource/5396e8fd-8eb0-4ef5-a40b-7fe18771fa8d
Laurinavicius, T. (2023).
Performance review template & examples (2023)
. Forbes Advisor.
Retrieved August 2, 2023, https://www.forbes.com/advisor/business/performance-review
Wilkie, D. (2015). Is the Annual Performance Review Dead?
HR Magazine
,
60
(8), 11–12.
https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?
direct=true&db=bth&AN=109579111&site=ehost-
live&scope=site&custid=s8333196&groupid=main&profile=ehost
5