Principle 6 Case Study
Principle Six: Evaluations
The performance appraisal process has the ability to shape a school. Employees should find the process motivating and exit the evaluation with accolades, areas for growth and clear future goals. Unfortunately, so many times the evaluator is not trained properly and the employee feels unmotivated or part of rote process (Reynolds).
In the case of University of Pennsylvania v Equal Employment Opportunity Commission, the employee was convinced she had been passed over for tenure because of her ethnicity and due to sexual harassment. As a result, her employer was eventually forced to turn over documentation to justify their promotion decisions. This case highlights the importance of transparency and clear communication. …show more content…
I would have each employee complete and summary appraisal, listing their strengths and areas of opportunities. I would conduct both formal and informal evaluations and schedule a formal appraisal meeting. I would also provide spontaneous feedback on behavior I wanted to praise or correct. If necessary, I would follow up with additional evaluations or coaching conversations where appropriate.
University of Pennsylvania v. Equal Employment Opportunity Commission, 493 U.S. 182 (1990)
Facts: Professor Tang was denied tenure at the Wharton School of Business and claimed it was because of her Chinese-American heritage and she was also a victim of sexual harassment. She filed a claim with the Equal Employment Opportunity Commission (EEOC). The EEOC subpoenaed her files and tenure files and the University of Pennsylvania, where Wharton is located, refused to release the information.
Issues: Did the University of Pennsylvania have a First Amendment right to refuse to let the EEOC and Professor Tang have access to the documentation?
Ruling: The Supreme Court ruled the University of Pennsylvania did not have the right to withhold the
The performance appraisal process has the ability to shape a school. Employees should find the process motivating and exit the evaluation with accolades, areas for growth and clear future goals. Unfortunately, so many times the evaluator is not trained properly and the employee feels unmotivated or part of rote process (Reynolds).
In the case of University of Pennsylvania v Equal Employment Opportunity Commission, the employee was convinced she had been passed over for tenure because of her ethnicity and due to sexual harassment. As a result, her employer was eventually forced to turn over documentation to justify their promotion decisions. This case highlights the importance of transparency and clear communication. …show more content…
I would have each employee complete and summary appraisal, listing their strengths and areas of opportunities. I would conduct both formal and informal evaluations and schedule a formal appraisal meeting. I would also provide spontaneous feedback on behavior I wanted to praise or correct. If necessary, I would follow up with additional evaluations or coaching conversations where appropriate.
University of Pennsylvania v. Equal Employment Opportunity Commission, 493 U.S. 182 (1990)
Facts: Professor Tang was denied tenure at the Wharton School of Business and claimed it was because of her Chinese-American heritage and she was also a victim of sexual harassment. She filed a claim with the Equal Employment Opportunity Commission (EEOC). The EEOC subpoenaed her files and tenure files and the University of Pennsylvania, where Wharton is located, refused to release the information.
Issues: Did the University of Pennsylvania have a First Amendment right to refuse to let the EEOC and Professor Tang have access to the documentation?
Ruling: The Supreme Court ruled the University of Pennsylvania did not have the right to withhold the