1. Kris is one member of a team responsible for stock control within the organisation. He places orders for products and services, receives and checks deliveries, conducts stocktakes of storage areas and provides product costs to outlet or customer service managers.

He has worked for the organisation for five years and you are about to complete his annual performance appraisal.

Kris is a good, reliable employee who knows his job role well. Feedback from his direct supervisor indicates he completes his assigned tasks every day but never takes on additional work without being specifically requested to. If it is a quiet day, he will go and chat to other staff members rather than show initiative and ask what other tasks can be done.

In the last six months, errors have started to appear in his work. Several delivery forms have been incorrectly completed and incorrect orders placed for larger than required quantities on at least five occasions that you know of. You have copies of delivery dockets and order forms Kris has completed to support your observations and the supervisor's feedback. These inaccuracies have led to increased wastage as poor quality stock has been accepted when it should have been rejected. Kris was provided guidance and offered assistance when they were first identified but he rejected all assistance, saying they were one-off occurrences.

1.1 Kris has worked for the organisation for some time. How would expected standards of performance be communicated to Kris during this period?

1.2 What is the role of a performance appraisal system in an organisation?

1.3 You are preparing for the appraisal. Briefly explain the steps you follow during the preparation process.

1.4 Prior to the formal appraisal, Kris is asked to complete a self-appraisal. What is a self-appraisal?

1.5 Your organisation uses a graphic rating scale as their appraisal method. Briefly explain this method.

1.6 You need to give Kris formal notification of the appraisal session. How much notice do you give him, what do you tell him and how do you send the notification?

1.7 Where should the meeting be held?

1.8 What sort of evidence of employee performance do you gather prior to conducting the appraisal?

1.9 What are five examples of things you plan to discuss and evaluate with Kris during the meeting?

1.10 How can you ensure the appraisal process is fair and avoid rating bias?

1.11 What are five techniques you should use when communicating with Kris in the appraisal meeting?

2. Kris is unhappy with the outcomes of his performance appraisal. He feels it wasn't fair and that the appraiser was biased. He also thinks the supervisor gave negative feedback about his performance to cover up their own poor performance.

Question 1

What is the process if Kris wants to submit a grievance?