Win-Win Performance Management/Appraisal: A Problem Solving Approach
A detailed overview of performance management, showing how to set up an effective system and revise an existing one. Stresses the skills required to conduct a fair performance evaluation and avoid undesirable conflicts that may arise during an appraisal. Discusses problems that supervisors face working within an existing system and provides suggestions for resolving them. An appendix provides sample forms and discussions of relevant management theory, laws and regulations affecting personnel actions, and a section on performance evaluation of Federal employees.
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PART ONETHE PERFORMANCE
Why Performance Management?
Characteristics of an Ideal Performance Management
16 other sections not shown
accept action steps ance management and/or apply appraisal interview appropriate assignments aware behavior benefits clearly coaching and counseling communicated competence and effort conflict considered course dards discussion effective employee's employees perform ensure Establish and achieve example expected factual fair Figure formance management functions goals program goals/objectives higher level supervisor important individual job description Johari window key results areas knowledge/skill profiles listening major measured ment operational goals organization organizational participation percent performance appraisal performance evaluation performance improvement plan performance management system performance review performance standards person pervisor ployee position possible principles priorities procedures progress reviews questions ratings responsibilities revised salary section entitled segment sessions Sharon situation skills specific staff member standards of performance statement strategic goals supervisor and employee Taft-Hartley Act tasks tence tion transaction transactional analysis umbrella standard understand Wagner Act