Grievance Procedure Analysis

RUNNING HEAD: Grievance Procedures

An Analysis on Grievance Procedures

Robert Trejo

An Analysis on Performance of Evaluations
Introduction
This paper will discuss several aspects of the procedures of the performance of evaluations in the work place. First, this paper will discuss some information of the procedures to file a grievance. Then this paper will talk about the importance of a grievance procedure. Furthermore, this paper will demonstrate the existing causes and effects that relate to this topic. In addition, this paper will make a prediction in relation to the causes and effects of a grievance procedure. Background Performance of
evaluations is an important tool for supervisors, their employees and their organizations. They are a powerful process of communicating employer standards, values, job expectations and requirements. From the employee’s perspective, it is important because performance evaluations help improve employees work performance and improves employee self-awareness. Performance of evaluations may also encourage employees to improve their work performance and even motivate them. From the manager’s perspective, performance of evaluations assists supervisors to measure job productivity. It gives the supervisor an opportunity to communicate the organization’s values to their employees. Performance of evaluations also helps point out areas of improvement and the organization’s goals. Further, performance of evaluations assist supervisors to identify employee performance problems and gain control over the conditions that affect productivity in an organization.
Importance of Topic Performance of evaluations is very important to practice effective discipline. Employee discipline is not confined to punitive action. Discipline includes the setting of job expectations, limits, standards and accountability. The role of performance evaluations is thus integrally tied to effective discipline of employees. Ideally, discipline leads to self-awareness and self-discipline of employees. Using the evaluation process can assist management reach this goal. In the event an employee cannot meet job requirements, the evaluation constitutes powerful evidence to support punitive action as it documents the employee’s performance and supports personnel actions in the event they are challenged. A well prepared evaluation often may protect the supervisor and the agency if they are sued. Evaluations often play a significant part in defeating an employee’s claims of retaliation or discrimination. In addition, they provide a warning to employees and an opportunity to improve performance. Well prepared performance of evaluations give employees notice of performance deficiencies, which in turn, enables management to defend disciplinary personnel decisions. As an example, consider an agency that wants to discipline an employee for tardiness. Assume that prior performance of evaluations reflect punctual habits. Assume further that the agency never communicated its concerns to the employee. The agency’s efforts will likely fail because the agency’s official documentation reflects satisfactory performance. Performance of evaluations is a tool to help supervisors get the results they want from the employees they supervise. They also can be a powerful shield against liability should employees fail to deliver. In the management perspective, performance of evaluations assists supervisors set goals and objectives with employees.
They help supervisors evaluate and measure employee performance, provide continual feedback, and recognize and reinforce positive performance. Management should performe annual performance of evaluations to their employees. It should be an on going process. In order for any performance of evaluation system to work, supervisors must regularly evaluate employee performance and not put off reviewing employees until their review dates. They must also engage in ongoing communication with their subordinates regarding performance issues. Properly utilizing performance of evaluations measure employee and supervisor performance. Many managers view performance of evaluations as a record of employee performance only. However, performance of evaluations also reflect how well supervisors communicate and otherwise relate to their
subordinates. The goals of the performance of evaluation process are different from the goals of the disciplinary process. The primary goal of the performance of evaluation process is professional development. It helps to communicate with an employee about performance and training needs, to set expectations and performance measures, and to document performance trends over the evaluation period. On the other hand, the goals of the disciplinary process focus on correcting behavior. It corrects specific unacceptable behavior, it corrects specific unacceptable performance, and it helps to terminate employment as needed. While the disciplinary process focuses on correcting and holding the employee accountable for behavior or substandard performance, the performance of evaluation takes a preventative approach, by focusing on communication and positive performance goals. Performance of evaluations can preemptively reduce or eliminate the need for disciplinary action. Not all employees are alike, nor should they be treated the same.
Problem employees are not entitled to the same responsibilities or rewards as satisfactory or outstanding employees. Supervisors can and should assess who needs more attention from them because of performance issues. Problem employees need more attention, potential discipline as well as candid performance of evaluations. In order to determine whether a supervisor also needs to discipline an employee for poor performance. Supervisors should make a list of problem or challenging employees. Supervisors should release the problem employees who are still on probation. An employee who does not perform at his/her best while on probation generally lacks the motivation or capacity to improve. A problematic probationary employee does not improve once made permanent. As to permanent employees, assess the severity of the problem. Does the problem impact job performance? How much time do you or others spend addressing the problem? A disciplinary record differs from the performance record in that it is exacting and focused on particular problem issues. A performance record, conversely, should document behavioral and performance trends over an entire evaluation
period. Timeliness is one of the most important elements of the performance of evaluation process. If used as an on going communication tool, rather than a single annual event, an ongoing performance evaluation approach will likely reduce, if not eliminate altogether, the negative aspects of the annual appraisal. On going reviews make the supervisor an ongoing evaluator, manager, and coach. They isolate and solve problems sooner than the traditional annual evaluation and avoids surprises. They encourage two way dialogue between supervisors and employees rather than the one way monologue, which typifies the annual performance review. It enhances morale, and balances the supervisor’s workload. In contrast, the typical annual performance of evaluation process is flawed because it covers too much information in a single session. It is less likely to improve performance because the employee receives no ongoing coaching or training. It is less accurate and skews supervisor workloads. Furthermore, it produces one way dialogue from supervisor to employee. Frequently makes employees react defensively because it encourages one way dialogue and creates a defensive environment. Also, they often surprise employees because supervisor frequently raise previously unaddressed issues. Effective performance management begins today. Supervisors and managers can and must evaluate employee performance everyday. Continual evalutions has two components; Face to face meetings and documentation. The annual written evalution should never be a surprise to an employee because he/she has been given feedback throughout the year. Supervisors and managers should provide honest and candid positive and negative feedback. When they do provide feedback, they should know their employee’s job duties. Daily feedback provides employees a fresh performance assessment. Continual communication is essential for a long term performance partnership between the supervisor and employee. Causes and Effects Predictions Recommendations & Conclusion

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