Sign Performance Appraisal: Unsatisfactory Evaluations

Email #3 Signing Performance Appraisal A production associate is unsatisfied with the results documented in their performance appraisal (shown in Appendix B) that was not reviewed or explained by the supervisor, and does not want to sign. A mention of favoritism in the ratings is a concern of the employee as well as the lack of feedback and explanation by the supervisor. Response. The first thing is to explain to the employee the signature indicates they have reviewed the contents of the appraisal form only as an administrative function and does not in any way imply agreement with the evaluation. The appraisal is an organizational effort where Kondrasuk (2011) states, in addition to direct supervisors input, peers, customers or other
A concern is what appears to be inadequate training on the part of the employee and potentially personal bias, where Kondrasuk (2011) highlights how favoritism or severity can skew the rating leading to unsatisfactory evaluations. In addition, when a supervisor or rater lacks commitment, or uses the appraisal form as (Roberts, 1998;
Neck, Stewart, & Manz, 1995; Wilson, 1991; Eichel, & Bender, 1984; Grote, 1996) outline (as cited by Kondrasuk, 2012), a form of power to control the employee, which only undermines their growth, reducing the effectiveness and intention for aligning goals in the performance process. Short-term and long-term actions. The first observation is the need to implement a robust training process within the annual performance appraisal launch, ensuring sufficient skills for providing effective appraisal feedback on a consistent timeline over the performance period (Konrasuk, 2012).
Email #4 Problem Employee A very appreciative production supervisor has what they describe as a poorly performing long-time employee, who suffers with accuracy and quality levels. The customer orders are increasing with new product introductions; leaving room for customer complaints if this employee continues to make