How Would You Evaluate Marie's Performance In Terms Of Consensus, Distinctiveness And Consistency?

Question 1:
How would you evaluate Marie’s performance in terms of consensus, distinctiveness and consistency?
Consensus:
In terms of consensus, Marie’s performance is low, because others in her same circumstances, that being her team generally perform better and faster, instead of about the same. Given her credentials, it could be assumed that she would perform at least as well as her co-workers, but since they are all performing better, it must be a problem specific to Mary causing her low performance. Marie has a problem in performing her tasks and does not consult other co-workers. She lacks the ability to complete her tasks on time; she’s also not creative and very difficult to work with. Therefore, Marie needs assistance and the company
Marie’s performance relate to internal or external causes, which have not yet been established. We should be mindful that sometimes, all of the problems people have at work could not be solved by the supervisor because they might not all be work related. In Marie’s case, her external factors could be her family, financial issues and work environment but, only Marie can solve these. On the other hand, Marie’s internal factors are her responsibility. She’s impulsive, careless, and irresponsible. It could be assumed that at school, she didn’t get the necessary training required for the workplace and therefore was usually given harder tasks based on assumption that she is qualified and competent to do the job. The company based her work load on her technical competency which she potentially lacked. Therefore, the problem she’s facing is her own and it is now up to her to realise the mistakes she is
Performance appraisals give you the opportunity to review work-related behaviour with employees, reinforce what employees do correctly, and develop a plan for correcting any deficiencies. o Promotion and pay justification. Documenting the definition of each job and the appraisal of employees' performance provide you with written justification for salary, merit pay, and promotion decisions. You'll find it's far easier to objectively make such decisions when comparing job definitions with appraisal results. o HR decision justification. You can use performance appraisals to support HR decisions involving termination, layoffs, and other personnel actions. o Career development tool. The performance appraisal is a central component of career planning programs. Performance appraisals allow you and your employees to review employees' career plans in light of their exhibited strengths and weaknesses. o Training needs indicator. An analysis of performance reviews can produce valuable information about types of training needed. Although evaluations are based on individual performance, common problems that show up across work groups can reflect systemic problems that could be addressed by companywide