...Assignment: Personal Project and Evaluation Methods Garry R. Scott University of Phoenix AET/ 535 June 28, 2014 Instructor: Stephanie Krebs The fundamentals of Program Evaluation I advocate the principle of evaluation definition that asserts that it is a systematic process that is comprised of a collection of analyzed data enabling us make decisive solid decisions. Because evaluation is a systematic process that contributes to the determination as of what level of objectives has previously been realized, in addition to current objectives students are striving to attain; this idyllically empowers a person to make informed decisions. The process will consequently make certain that the established goals are achieved as required by the programs. It is vital to be aware that evaluations are important since it assists in making vital decisions concerning the impact, effectiveness, or efficiency of a certain program (Boulmetis & Dutwin, 2005). Then again, efficiency asserts that the extent to which a project or program has been productive in accordance to its resources while effectiveness establishes to the degree that particular stipulated objectives have been accomplished. Furthermore, impact refers to the degree to which a project or program has brought about various changes in which either could be advantageous or detrimental. Evaluation is essential in evaluating program implementation, fidelity, resource utilization, and to the value of the program...
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...EMPLOYEE EVALUATION The company given in the example uses an annual rating scale evaluation method that appears to be primarily based on interpersonal relationships with co-workers as well as overall personality and attitude. There are 3 knows evaluation categories on the company’s current evaluation form: friendliness, neatness, and attitude. Friendliness This evaluation criteria focuses on the interpersonal relationships of the employee as he relates to his fellow co-workers including peers and supervisor(s). However, because of the employee’s personality differences, the employee receives a lower rating. The ability to have an accord with fellow co-workers is an important part of an employee review, especially if his ability to work with others negatively affects his or their output. However, interpersonal relationships in general should not be the primary focus of the review. The ability or desire of the employee to interact with other employees is not a valid representation of his work ethic or work product and is not indicative of the employee’s ability to help the company accomplish its ultimate mission and goals. Neatness The second item on the manager’s evaluation form is “Neatness.” The manager concludes that the employee’s neatness with relationship to his office space is only slightly better than a disaster area so, again, he gives the employee a low score. However, no mention is made of the employee’s work product. The manager needs...
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...Performance Evaluations Many different moral and ethical issues come up in management positions. Issues come up everyday some are small and take no time to address and others are more difficult and may take hours or days to work through. One important area that ethics play a crucial roll in is employee performance evaluations. Performance evaluations are an opportunity for an employee can find out how well or not so well he or she is doing. Managers in turn have the opportunity to inform an employee about areas they do well and also provide feedback and suggestions on areas that he or she can do better. “Employee performance evaluation provides legal, ethical, and visible evidence that employees were actively involved in understanding the requirements of their jobs and their performance” (Heathfield, 2009). This method of communication and documentation ensures that the employee and manager understand the required expectations. Managers and employees alike look at performance evaluations as one of the most disliked tasks. Social Issues Many social issues may need to be dealt with during the writing and presentation phases of employee performance evaluations. Managers have the responsibility to treat all employees fairly and must provide truthful information when conducting performance evaluations. One of the main issues that a manager needs to deal with is their personal relationship with his or her employees. This relationship can influence the evaluation and can cause unfair...
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...this the first ac? first 3. What triggered you to consider buying an AC? Family needs , guest 4. What are the AC brands u are aware of? Voltas, hitachi, Carrier, samsung 5. Which of these brands did u consider unworthy of consideration before ur purchase? Why? NA Information search 1. Sources of info about the brand? (memory, personal sources like friends, independent sources like magazines, marketing ads, experience of it elsewhere) Friends, newspapers, experience of it elsewhere 2. Any info search done online? Yes Evaluation of alternatives Most important evaluative criteria to choose between brands? (Price, Aesthetics, Features like sleepmode/automatic off etc., service offered by the brand, warranty/guarantee etc.) Aesthetics, warranty, Purchase process 1. How did u choose the outlet to buy it from? (Variety offered, proximity etc, size of the outlet) Big outlet 2. Did you state your ac needs to the salesman at the outlet? No, 3. Did the salesman try to explain other brands and their benefits? yes 4. Where there any deals or price discounts? Yes 10% off Post purchase evaluation 1. How often do u use the ac (how many hrs/day, how many months in a year) 3-4 months 2. Reason for non-use? 3. In case of dissatisfaction with the brand, what action would you take: * Complain to store/manufacturer * Stop buying that brand or from that store * Engage in negative word of mouth * Complain to pvt or govt...
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...Politics of Performance Appraisal This case study discusses the opinions and views of four managers at an arc-welding manufacturer in Minneapolis, MN. Max Steadman, Jim Coburn, Lynne Sims, and Tom Hamilton are managers at Eckel Industries and they all have differing opinions when it comes to performance evaluations and appraisals. They work in the manufacturing division each supervising a different department within the division. Every Friday the managers meet after work for drinks to relax, gossip, and give and receive advice about problems on the job. On this particular week they discuss performance appraisals, which they recently conducted for all of their direct reports. Each of the managers completed evaluation forms using graphic rating scales on each employee then discussed the appraisal with that employee. Throughout the discussion they give their opinions on how performance appraisals should be conducted and the flaws that exist within the current ranking system. Tom talks about how emotions play into the process and create biases when conducting evaluations, however, he believes that providing true and accurate feedback is a top priority to ensuring that the evaluations are an accurate reflection of an employee’s performance. Jim believes what he learned from a professor in college that when you sit down to evaluate an employee’s performance from a previous 12 month period you will only be able to recall and use about 15 percent of the performance you actually observed...
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...Introduction – Rushell Baderman Island Resort ensures all guests enjoy a relaxed and care free stay. In doing so the interior of company must be structured to function at its highest level of performance. This essay will outline the general functions of the Food and Bar Management and Front Office Supervisor. It will focus on the performance management systems, discuss the advantage and disadvantage of two different job evaluations, compare and contrast compensation plans, and explain the importance of providing employee benefits plans. Each area is unique to this company and its success. Describe the general function of performance management systems. If your assigned company does not use a performance management system, would you recommend it use one? LISA Overall the success of our company in general is due to our commitment and dedication given to our employees. The company strives to ensure that every employee is given an equal opportunity, and it is our duty to embrace each employee to the fullness of their potential. The company accomplishes this task by the use of performance management systems. Performance management systems are used to sustaining and measuring an employee’s performance. These methods are the key to an organization success because an organization can assess individuals' performance and reward them appropriately. To do this successfully an organization needs to have a system that manages performance: not just for reward purposes but also to help...
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...Central Luzon Division of City Schools DAYOS COLLEGE OF SCIENCE AND TECHNOLOGY Makati City S.Y. 2014 – 2015 VISION/MISSION The institution aims to empower the students to become successful and productive individuals of the society by building programs that will help them further develop their skills and give them knowledge and values that they can use in the future. The institution is committed to provide activities and offering services that will hone them to become competent individuals in the future. GUIDANCE SERVICES/PROGRAMS | SPECIFIC OBJECTIVES | ACTIVITY/METHODS/STRATEGIES | TIME FRAME | MATERIALS | TARGET PARTICIPANTS | Testing Services * Entrance Examination * Personality Tests * Mental Ability * Aptitude Tests * Achievement tests * Assessment of Values and Habits * Emotional adjustment | * The students will be able to gain further knowledge about their strengths and weaknesses * The guidance counselor and teachers will be able to provide basis for research and information on other needs of the student * The students will be able to know their potentials | * Notification of applicants * Administration and scoring of tests * Interpretation of tests results * Dissemination of test results | * April to May 2014 * All year round | * Test papers * Folders | * Incoming First Year College Students * All Students | Information Services * EnrollmentOrientation * Consultation Information Forum | * To provide...
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...U04a1 Personal Work Group Evaluation The only group that I have dealt with recently is a softball team. There are about 10 women and it is a woman’s league. The team was added to the league about two years ago. In the group suggestions have been made about the attendance of some of the players which are affecting the team. We encourage each other to be leaders and followers when it comes to the team decisions. In the group the formal roles are based on the position of the team member. For example, my position would be catcher or outfielder, my role is to not let anyone score at home plate and in the outfield I have to make sure I catch the ball to get the person out. We all communicate when one is going to catch the ball in order to avoid a collision or a mistake to occur. The coach is the one that puts everything together as far as who plays what position and what to do and not do. He has a team but doesn’t put the effort a coach should in order to make the team successful. There is no practice to sharpen ones skills and therefore the woman who have very little experience playing have a hard time on the field. The only communication is on the field and via mobile device to let one know if the game is on or forfeited. The team wants to be successful but when they observe that the coach really doesn’t care they also give up. In this group the norm is as expected with many other groups. Everyone gets along and respects others. On the field everyone acts...
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...(Relying on memory is far more difficult and ineffective). 2. When conducting an employee performance evaluation, start by discussing any problems you’ve observed with the employee’s performance. Address each problem individually and don’t bring up a new problem until you’ve thoroughly discussed the current one. 3. During performance reviews, use clear, nonjudgmental language that focuses on results and behavior. 4. When writing employee reviews, supervisors are typically called upon to evaluate employees on the basis of intangible factors, such as cooperativeness, dependability and judgment. The higher up the organizational chart, the more important those traits become. Yet most supervisors find intangibles the most difficult factors to evaluate, probably because they seem so personal. You can’t help being subjective when evaluating intangible factors. But you can avoid bias by focusing on concrete examples of instances in which the employee displayed positive or negative behavior regarding a particular trait.intangible factors. But you can avoid bias by focusing on concrete examples of instances in which the employee displayed positive or negative behavior regarding a particular trait. 5. When you discuss an employee performance evaluation, beware of using common phrases that can unintentionally communicate the wrong message, or come across as too negative or personal. Certain phrases can kill employee morale, weaken productivity or open up the organization to a discrimination...
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...Program Planning and Evaluation Paper Axia College Program Planning and Evaluation Paper The Santa Rosa Philharmonic Youth Symphony (SRPYS) is an organization which supports young people who love music, encourages quality musicianship, and advanced leadership skills through their program. Local elementary and middle schools have had to cut the music programs from their curriculum; parents, students, and community members are concerned that this lack of support from the education community will discourage talented individuals. SRPYS is an organization which has developed plans to educate and advance the skills of young musicians. Their program planning and evaluation techniques are established, but always open to change as the students and musical tastes vary from year to year. Program planning and evaluation are two different processes in any human services agency, but are related to each other in many ways. Program planning is a process through activities or interventions which address and facilitate changes in a specific problem or problems. (Terao & Yuen, 2003) Through this planning, new programs can be implemented which can more appropriately address the problem or add new aspects to an existing program. Program evaluation provides information about how well a program is meeting the needs of its clientele, staff, the community, and its mission. Ongoing assessments allow for changes which need to be made as participants change, needs change, or there are better ways...
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...TUTORIAL EVALUATION CRITERIA Tutorial Evaluation Criteria The evaluation criteria for tutorials are grouped into five groups, as defined below: 1. Topic The subject matter of the tutorial is clearly defined The proposed scope is appropriate to the duration of the tutorial (half or full day) The topic’s position within the framework of systems engineering is clearly defined The intended audience is defined 2. Value Conference participants can put the topic to practical use Use of the topic is likely to result in significant improvements in a participant's organization The topic will provide professional and / or personal value to conference participants The topic is in high demand by systems engineers This is a topic that would attract conference participants 3. Appropriateness The topic supports INCOSE SE Principles and the SE Body of Knowledge The topic provides attendees with motivation for understanding SE applications The material is educational in nature, and does not represent company products 4. Material The material presented in the proposal addresses the topic adequately The structure and format of the material is good. The approach is didactically sound The presumed knowledge level reflected by the material correlates with the intended audience 5. The Presenter (if more than one, these criteria apply to each one) Has adequate knowledge of and experience in the area of systems engineering involved Has a background in teaching...
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...Speaker Notes Slide 1: Introduction: Today we will be addressing the advantages of implementing an employee performance evaluation program and look at the advantages to the company from its use. We will also be talking about succession planning which aligns itself neatly with the evaluation program. Often Employee evaluations are seen as something burdensome by managers and useless or unfair by the direct reports who have been evaluated. Today we will address some of these concerns and look specifically at: benefits of employee evaluations, pre-appraisal activities/benefits, proper delivery of appraisal results, using evaluations to build value for the company, follow up process and furthering employees’ career goals, what models are being used, and team performance vs. individual performance. The latter portion of today’s presentation will be about the career succession planning process, and like the evaluation system, how this helps both the employee and the company. Slide 2: What are the positive results from a well prepared and well delivered appraisal? If anyone has had the occasion to be evaluated by a supervisor in the work place I would ask you to dwell for a moment on how the message was delivered. All too often in my personal experience I was left wanting after the evaluation process was finished. I have also been asked to write my own appraisals of my performance because my manager was too busy or uninterested in providing feedback of my performance. This...
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...individual job description and assigned duties Determine schedule for formal observation (if not previously completed) Determine data to be reviewed and other sources of input for feedback Performance Appraisal System Post Appraisal Activities Overall Satisfactory Rating Overall Unsatisfactory Rating Performance Appraisal System Feedback Pitfalls to Avoid Performance Appraisal System Feedback Managerial Steps Provide constructive feedback Demonstrate personal accountability Focus on specific behavioral outcomes Balance accolades / issues Encourage two-way communication Redirect focus to positive future outcomes Performance Appraisal System Company Benefits Productive, Loyal Employees Reduced Employee Turnover Lower recruitment and training costs Enhanced business reputation Identification of high-potential employees Evaluation of Teams Team Performance Evaluation of Teams Strategy Evaluation of Teams Performance Differences Team Individual Succession Planning Reasons for Adoption Mitigate risk due to employee turnover Availability of skilled replacements Prepare highly qualified candidates to fill executive positions Maintain continuity of operations Succession Planning Company Use Formal vs. informal Employee development Knowledge transfer Mitigate risk of discrimination actions Succession Planning Organization Use ...
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...necessary. They instituted a 360-degree performance evaluation system two years ago allowing professionals in the firm to be evaluated by superiors, subordinates and peers. According to the textbook, the advantages of such a system are numerous when compared to traditional assessment systems. The authors state that “supervisors, peers, subordinates and employees themselves differ in their ability to appraise various dimensions of performance” and that “these raters observe different behaviors and may interpret them with divergent standards.” Therefore, the purpose of 360-degree feedback is to give staff a better understanding of their strengths and weaknesses which, in turn, allows them to better identify aspects of their work needing professional development. The fact that Morgan Stanley introduced a 360-degree performance assessment tool is commendable. However, the effectiveness of this tool in its current state has not yet been optimized. In particular, the company’s vision statement appears to be very solid as it clearly articulates how employee abilities should be harnessed to help the company enforce its vision. It is not clear from the case if Morgan Stanley considered the strategic usefulness of their performance appraisal, if a communications plan was developed for this change management initiative or if an appropriate level of training is offered for raters, managers and staff being assessed on evaluation and feedback. There is a clear...
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...Discuss the factors influencing the emergence of the curriculum, models of curriculum design and the implication of curriculum evaluation. 1.1 Concept of curriculum There is no single definition of the curriculum .The most common definition of curriculum that most teachers give is that it is a syllabus or a program of study but this is an erroneous definition. For Taba (1962), it is a ‘plan for learning’, while Lawton describes the curriculum as “a selection from the culture of a society” (Lawton, 1975, p6). It has also been described as “a social and political construct that changes over time in response to a range of factors and influences” (Mc Cullock, 1992, p9). Hence, the term curriculum means different things for different people. While it is obvious that the curriculum is not neutral, its content and how it is transmitted depends on the kinds of interaction between curriculum developers, teachers and students. Stated differently, curricula emerges depending on the various ways curriculum developers, teachers and students interact with each other. In this essay, I will outline the internal and external factors that shape the interaction between the official curriculum, what is taught in secondary schools and learning that takes place in classrooms. Internal factors include the influences of philosophy, psychology and sociology, whereas external factors include the social, economic and political aspects that shape curriculum design. Two curriculum models, namely the rational...
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