Performance Evaluation

Khaled AlmahasinVinay DashoraSalpy DombourianSaif Rahimuddin

Group 1

MSE 608B – Fall 2008

AGENDA

What Is Performance Evaluation? Why Performance Evaluation? Tips on Improving Performance Evaluation Case Study 1 Case Study 2

““An analysis undertaken at a fixed point in time to determine the An analysis undertaken at a fixed point in time to determine the

degree to which stated objectives have been reached. This is generally degree to which stated objectives have been reached. This is generally

used as a basis for decision making, including updating plans.”used as a basis for decision making, including updating plans.”

““The method of evaluating an employee's performance which involves The method of evaluating an employee's performance which involves

tracking, evaluating and giving feedback on actual performance based tracking, evaluating and giving feedback on actual performance based

on key behaviors/competencies established in the goals that support on key behaviors/competencies established in the goals that support

The achievement of the overall organizational mission.”The achievement of the overall organizational mission.”

What is Performance Evaluation?

Why Performance Evaluation? Maintain or improve each employee's job satisfaction and

morale

Motivate employees to perform better

Serve as a systematic guide for supervisors

Helps identifying development and training needs

Assure considered opinion of an employee's performance and

focus maximum attention on achievement of assigned duties.

Help employees understand how they can develop and grow

Assist in determining and recording special talents, skills, and

capabilities that might otherwise not be noticed or recognized.

Why Performance Evaluation?...Cont’d

Assist in planning personnel moves and placements that will best utilize each employee's capabilities.

Provide an opportunity for each employee to discuss job problems and interests with his/her supervisor.

Assemble substantiating data for use as a guide, although not necessarily the sole governing factor, for such purposes as wage adjustments, promotions, disciplinary action, and termination.  

Improve the respect employees have for their managers. Foster good communication. Identify poor performers and help them get on track. Lay the groundwork to terminate poor performers lawfully.

RESPONSIBILITYPerformance Evaluation

Forms

TRAITS TO BE EVALUATED

Job Knowledge Accomplishment of Objectives Quality of Work Productivity Initiative and Creativity Interpersonal Relationships Supervisory Skills Dependability Professional Contribution

Pitfalls and Obstacles in Performance Evaluation

Evaluations are Not Performed on Time Employee Used to Over-Inflated Ratings Employee Challenges Points Made on Evaluation Employee Becomes Angry or Emotional Employee Shifts Blame to You or Others Employee Feels “Dumped On” or Whines Employee “Knows-it-All,” Presumably More than You

Tips on Improving Performance Evaluation Be honest and fair in evaluating all

employees. Be consistent in your approach. Give your comments. Make your comments consistent with

the rankings. Be realistic.

Tips on Improving Performance Evaluation ...Cont’d

Rate the employee's performance, not the employee's "attitude."

Set goals with the employee. A performance evaluation should motivate

an employee to want to improve. There should be no surprises. One tool that may be used is to ask the

employee to review his or her own performance and expectations for the future by preparing a self-appraisal.

Useful Websites

How to Give an Effective Employee Evaluationhttp://www.ehow.com/how_1914_give-

effective- employee.html How To Do Employee Evaluations and Reviews

http://www.howtodothings.com/business/a2308-how-to-do-employee-evaluations-and-reviews.html

How to Conduct Employee Evaluationshttp://www.nolo.com/article.cfm/pg/1/objectId/0FDC26 D4- DC85-4D18-9A1D7B6783CCAB98/catId/58D31B3D- 0B74- 42D0-B15027FA0D308122/111/259/177/ART/

Why Most Employee Evaluations Suckhttp://learn.trizle.com/posts/464-why-most-

employee- evaluations-suck

City of Los Angeles- Evaluation Process

Probation Period- Trial period for a new employee- Supervisor needs to lay out the what is expected of the

new employee- Employees are to be closely assessed on their

performance and whether they are suitable for the position by meeting these expectations

- Supervisor and employees are encouraged to meet often review the employee’s progress

- Supervisor should also address any areas that require improvement

City of Los Angeles- Evaluation Process

Probation Period- Employee is not under Civil Service Protection during

this time

Two Key Components to Passing Probation:

1. Successfully completing 2½ years with the City with a

“Acceptable” rating on the probation evaluation forms

2. Passing the Engineer-In-Training (EIT) exam

City of Los Angeles- Evaluation Process

Probation Period- Lasts for 2½ year period

Time Position Description

2 Years Engineering Associate I Temporary Training Position

½ Year Engineering Associate II 6 Mon. Probation Period

City of Los Angeles- Evaluation Process

Engineer-In-Training (E.I.T.)

Title given to an engineer that passes the 8-hour Fundamentals of Engineering (F.E.) Exam

First step in receiving a professional license Test is administered by the State of California twice a year in April and October Test covers basic sciences (chemistry, math, thermodynamics, etc.) and specific engineering fields It shows that an engineer is competent in the basic engineering

curriculum To qualify, an student must have completed 3 years in an accredited engineering program or have 3 years of engineering experience anywhere

in the world

City of Los Angeles- Evaluation ProcessProfessional Engineer (P.E.)

An engineer with an EIT and 2 years of working engineering experience can apply for an engineering license

Typically, the State requires that the engineer work under the supervision of a licensed engineer

The PE exam is an 8 hour exam administrated by the state in a variety of engineering fields such as:

- Civil Engineering- Electrical Engineering- Mechanical Engineering- Traffic Engineering

Shows a level of competency in a specific engineering field and can allow a engineer to sign off on construction plans, operational plans, or make court appearances as a subject matter expert

3 month probationary review Short mid-year & yearly review (usually in July) Evaluation form completed by employee prior to

the official yearly review. Accomplishments achieved thus far Goals for the upcoming year Your needs- tools, training Your take on your strengths and areas for improvement Issues/concerns

• Possibility of a raise is discussed

            

QUESTIONS?

References

http://www.losangelesmap.org/map_los_angeles.jpg http://www.ers.dol.govt.nz/factsheets/guide-to-probation-

periods.html http://www.pels.ca.gov/applicants/eit_lsitapp.shtml City of Los Angeles, Personnel Department