Item 1 To: HR Department From: Tom Morrison, Accounting Department RE: 90-Day Employee Evaluation I just received my 90-day employee evaluation and received mostly 3s on it. My boss explained his evaluation to me by saying that I was making good progress on the job. He added that if I continue to show improvement, I will receive 4s and 5s like the more experienced employees do. Why am I being evaluated against older, more experienced workers? That doesnt seem right. I believe that considering my limited experience, I deserve excellent evaluations.

Item 2 To: HR Department From: Paul Lands, Computer Center RE: Performance Evaluation Joe Meena and I started together at the OLeary Organization two years ago. We are both in the Computer Center doing the same job, only he works one shift, and I work another. Two weeks ago, when we compared our performance evaluations, I discovered that he received all 5s whereas I received mostly 4s. The thing that irks me is that he and I both know we are doing an equally good job. His boss is just more lenient in his evaluation than is my boss. I dont think this whole system is fair, particularly since he may get promoted (based on his performance evaluation) before I do. Cant something be done about this?

Item 3 To: HR Department From: Jill Best, Manager RE: Performance Appraisal Form Question I am a relatively new manager and am filling out the Performance Appraisal Form for the first time on one of my employees. I am not clear what some of the terms on the form mean. Specifically, I dont know what is meant by the term conduct or by the term attitude. Would you please explain them to me?

Item 4 To: HR Department From: Sue Peters, Supervisor RE: Administering Employee Evaluations I have recently received from your office a request to conduct evaluations this month on three of my employees. As you probably know, I was promoted to this supervisory position just one week ago as a result of the former supervisors termination. I dont feel that I can presently conduct a fair evaluation of these employees. Do you want me to do them anyway?

Item 5 To: HR Department From: Karen Blackwell, Supervisor RE: Evaluation of Heather Morrison This morning I conducted an evaluation interview with Heather Morrison. Although I had given her a 4 on initiative last year, I gave her a 2 in that category this year.When I told her this, she became very angry and said the evaluation should have been at least a 3 and probably a 4 again. I attempted to explain my evaluation to her, but she wouldnt listen. Instead, she continued to argue with me, but could not give me any concrete examples that would allow me to improve her rating on this category. If a situation like this comes up again, how should I handle it?

Item 6 To: HR Department From: Howard Adams, Supervisor RE: Necessity of Signing Evaluation Forms Recently I conducted a performance evaluation interview with Harold Wallace. At the end of the interview, when I asked him to sign the appraisal form at the bottom, he refused. I asked him if the evaluation was accurate, and he said yes. I also explained to him that signing the form only represented an acknowledgment that he had been evaluated. He replied that he had nothing to gain from signing the form, and, therefore, why sign it? I dont know what I should do. Harold is somewhat of a problem and is often quite stubborn.

Item 7 To: HR Department From: Margaret Windell, Purchasing RE: Annual Performance Review I have a rather troublesome question to ask you. I would ask it of my boss but she is currently in the hospital. For the last 23 years I have received an overall performance review, and my evaluations have all shown that I am an excellent employee. I am six years from retirement and, frankly, I have reached the point where performance evaluations arent of any consequence to me. I know I am doing a good job. I know I wont get promoted or transferred, and I am at the top of my pay grade. So why should I continue to be evaluated formally?

Item 8 To: HR Department From: Sarah Wade, Maintenance Engineer RE: Employee Appraisal Form When I was over in the HR Department yesterday looking at my file, I saw the appraisal form that was completed on me one month ago. I was shocked to see the following statement written on it under Remarks: Sarah has a very poor work attitude and doesnt appear willing to change it. My boss, Marilyn Turner, had also changed my evaluation on attitude from 4 to a 2. I am positive the negative statement was not on the evaluation form when I signed it. Needless to say, I want you to do something about this!

Item 9 To: HR Department From: Chris Green, Supervisor RE: Performance Evaluation of Bill Young Next week, I must conduct a performance evaluation interview with Bill Young who works by himself in the evenings. While I was completing the evaluation form on him, I realized that it was impossible for me to evaluate him on one of the evaluation categories, Work with Group. What should I do? I am afraid if I leave it blank it will affect his Overall Level of Performance score and hence, his chances of promotion.

Item 10 To: HR Department From: Jeff Skala, Finance Department RE: Confidentiality of Performance Evaluation As you know, over the past year I have been experiencing a series of personal problems, all of which have adversely affected my job performance. These problems reflected themselves on my recent performance evaluation as my marks slipped from mostly 4s to mostly 2s. I cant disagree with my evaluation, but I dont think it was right for my boss, Helen Jackson, to tell two of my co-workers that she had given me a 1 on Quality of Work. It seems to me that this type of information should be confidential since it is none of their business

#1

Hello Mr. Morrison,

Thank you for your inquiry regarding your 90-day employee evaluation and congratulations on your progess. Receiving and evaluation of mostly 3's shows you are learning the position and meeting company standards. The company uses the 90-day employee evaluation as a way of measuring your personal progress so any additional training can be catered to your needs individually. I take it your boss's comparison to the more experienced employees was intended to encourage you, not to make you feel evaluated against them. The O'Leary Organization strives for a company culture of open communication and I would emplore you to speak with your boss about your feedback and concerns. If you feel the need to reach out again, please do not hesitate to do so.

Additional actions: Follow up with the boss to give him/her feedback regarding Mr. Morrison's comments and explain why using such comparisons should not be included in employee evaluations.

#2

Hello Mr. Lands,

I understand you may be frustrated about the results of your evaluation. Every employee is evaluated with the same level of standards and expectations and each leader is trained to adhere to a strict policyof fairness and consistency. If you believe the results of your evaluation are unjust and inaccurate please provide me a summary explaining why. Our department will take a look into your case and decide if all policies and standard were followed.

Additional actions: Investigate case claims by reviewing records of both employees' evaluations and taking appropriate action

#3

Hello Jill Best,

I would be happy to provide you with additional information regarding how to conduct and complete a Performance Appraisal Form. In general terms, "attitude" refers to the employee's motivation, whether it is displayed as positive or negative and "conduct" refers to the employee's behaviors and how well they align with our company policies. I have attached the training video on Performance Appraisals for Leaders as well as the Q&A. Please rewatch and reference the materials and let me know if you have any further questions.

Additional actions: follow up by email within the next few days to see if any additional support is needed

#4

Hello Sue,

I see you are new to the Supervisor role in your department but the evaluations are required by each leader. In a situation like this, it is best practice to partner with your direct leader to complete the evaluations together. Your leader will have access to last years notes and results as a benchmark to measure growth and areas of concern for each employee. Let me know if you need further support.

Additional actions: Email Sue's leader with best practice for evaluations conducted by a new leader

#5

Hello Karen,

It can be difficult for an employee to accept an evaluation result that is less than theyexpected, so in these situations is is very important to document all reasons you have determined the score of 2. Be sure to give direct examples and be detailed and descriptive. Make note of Heather's response and her inability to give you reasons why her score should be a 3 or 4. If a situation like this comes up again be sure to explain the criteria for earning each score and explain in detail why their result is what it is. Follow up with examples of what can be done to improve the score for the next evaluation.

Additional actions: Document the conversation and concern of the leader

#6

Hello Karen,

Occassionally there will be an employee who refuses to sign a document. If you have explained what the signature means, and that an absence of signature does not make the document any less official be sure to note "Employee refused to sign" on the document, then sign and date it yourself.

Additional actions: retain the email and document together in the employee file.

#7

Hello Margaret,

Employee evaluations serve several purposes. Yes, they do provide information used to determine wage increases and promotions but they are also helpful tools used by the company to evaluate the effectiveness of things like training, leadership, talent, and development. Additionally, and maybe most importantly, employee evaluations are a chance for you to tell us what you think about what is working and where we can improve in regards to employee benefits, company culture, training opportunities, etc. We want to hear from all of our employees and look forward to the feedback.

Additional actions: begin communications regarding the importance for all employees to have evaluations, add additional language to leader training about why evaluations are more than just about raises and promotions

#8

Hello Sarah Wade,

Thank you for bringing your concern regarding your evaluation to the attention of the HR department. We will be in contact with Marilyn Turner to investigate your claims. You may hear back from the advisor assigned to your case for further information, in the meantime, do not speak to any of your colleagues regarding this event.

Additional actions: HR advisor opens case, speaks to Marilyn regarding security and privacy of personal information including employee files, investigates claims, and takes appropriate action which could be removal of statement made on evaluation, documented privacy violation against Marilyn, or required re-written evaluation and coversation with Sarah with the full and complete results of eval, etc.

#9

Hello Chris,

For this part of the evaluation there is a "not applicable" option you can choose for Bill. Be sure to click the box next to the question that is marked N/A that way his overall level of performance will not be effected.

No additional action required.

#10

Hello Jeff,

Thank you for brining your concern to HR. Employee privacy is extremely important to The O'Leary Organization and we take all privacy violations seriously. We will be investigating this claim and will take appropriate action. When the case is closed you will be notified but the details of the case resolutions will be confidential. If you have any further questions or concerns, please reach back out.

Additional actions: open privacy case to investigate claim, get full written statements from Jeff Skala, the 2 co-workers, and Helen Jackson to verify information, take appropriate action depending on results of the investigation

What are your thoughts on this?