Quiz 1

Question 1

N.O.T.I.C.E.

Checklist

Answer 1

Notice: did the employee have notice of expectations and consequences?

Objective: can the supervisor explain business related reasons for the actions taken?

Time: was the employee given a reasonable time frame to correct deficiencies?

Inform: was the employee informed of the consequences that will follow if goals are not met? (WRITTEN DOCUMENTATION)

Counseling: Did the employee receive counseling? Were goals for the employee to meet expectations discussed?

Examine: examine the policies and procedures of the organization

Question 2

What are some Do’s and Don’ts in Performance Evaluations?

Answer 2

DON’T give subjective comments that aren’t job related.

DON’T award undeserved high marks.

DON’T give an employee whose performance is problematic a good raise or higher rating when comments reflect performance concerns.

DON’T surprise the employee! The evaluation discussion should not be the first time the employee is made aware of performance issues.

DO make sure the person completing the evaluation had personal experience supervising the employee so that comments do not reflect mere rumors.

DO focus on employees behavior & actions not on the employees intent.

DO remember that a change of supervisors may spell trouble (fundamental fairness formula is especially important in this case)

Question 3

Name some top mistakes according to HR magazine articles

Answer 3

Late evaluations and Over evaluations

“Sanitized” reviews that fail to identify and document problems.

Delay in implementation.

Question 4

What is the fundamental fairness formula?

Answer 4

5 step method to confirm that every employee is treated fairly:

1. Notice of performance expectations and consequences
2. Performance counseling
3. Opportunity to correct
4. Consistency with internal policies and procedures
5. Objective review by someone other than the decision maker

Question 5

Explain the acronym D.O.C.M.E.N.T.

Answer 5

D- Date and sign the memo!
O- outline critical facts; who, what, where, when, why, how incident occurred.
C- communicate notice of expectations and consequences to employee involved with one on one counseling.
U- unsatisfactory conduct (specify what it is and how to change it)
M- memorandum; the memo should go in the employees file to document that the employee was in fact given notice, received counseling, was offered time to get performance up.
E- Expectations (identify them clearly!)
N- next steps; be clear about the next steps on yours or your employees part, when will you meet again? What are the consequences of behavior continues?
T- Time frame; give reasonable timeframe for corrections to be made, be specific about when exactly consequences will ensue, one week is generally not reasonable…3 weeks might be, depending on scenario.