The Performance Appraisal

Andrew Evans, an engineer, made a very serious mistake. In the design specification he prepared for the Midwest Equipment Company, he made a mistake in a basic calculation. The equipment was ordered from these specifications and was being installed by a local contractor. The contractor questioned the size of the equipment, and the sales person questioned the specifications on the equipment that the contractor was installing.

It is the policy to have someone else check the work and approve it before it is sent to sales, who gives it to the customer. Normally, the checking engineer quickly reviews the calculations and initials the specifications and sends them on to sales. Each engineer has more to do than can be handled and all are behind schedule; therefore, they cannot devote much time to this operation.

When sales checked into the contractor's question, the error was discovered. Ron Latona, vice president of engineering, was called in about the error. Talking to Evans, he said, "You really made a serious mistake on the Midwest Equipment Company design, and it is going to cost this company plenty!" Then Latona explained what had happened.

A few days later Latona received a note from the Personnel Department stating that Evans' performance appraisal was due at the end of the month. Latona thought this would be a good time to stress Evans' poor performance.

On Wednesday Latona called Evans into his office. "Have a seat. It's time for your annual performance appraisal. As you know, your work has gotten worse during the year and it seems each time you make bigger mistakes."

"Oh, I thought I was doing better," said Evans.

"Better! After last week's foul-up with the Midwest Equipment job, how could you say that?" asked Latona.

"Yes, but that was just a bad day. Remember on the H&H job you even received a letter stating how much money we saved them through the specifications I wrote. After that you even told me I was doing better," said Evans.

"I said your attitude was better and that you were working better with others, not your work," said Latona.

"What else have I done wrong?" asked Evans.

"You should be showing more initiative and imagination in your work," replied Latona.

"I work harder and spend more time after hous than anyone else. I always stay when you ask me, which is more than the others do. Remember the Saturdays I have come in here to work?" reminded Evans.

"But last week's mistake was inexcusable," said Latona.

"Look, OK, I told you two months ago that we did not have time to check each other's work properly and that one day something like this would happen. I told you so!" declared Evans.

"The point is your work must improve. I must fill out your performance appraisal and it is not going to be good!" Latonaremarked.

"That's not fair, and it's not ethical. My work is better than the other engineers," said Evans.

"I am rating you, not the other engineers," was Latona'sresponse.

Questions

1. How objective will Latona be in this appraisal?

2. What do you think of the conduct in the interview?

3. Will Evans' performance improve?

4. How should Latona have handled the appraisal and what should he do in future interviews with Evans to get better results?