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Parole

In: Social Issues

Submitted By hotrod0524
Words 852
Pages 4
Abstract
This paper will conduct a perspective view on the modern personnel evaluation system of three Arkansas agencies because job evaluations provides plans that are necessarily to provide its own standards of job worth. There would be insight on key factors that should be considered while implementing public personnel evaluations systems. In addition, there would be an outlook on the challenges of public managers that should consider implementing a public personnel evaluation system

Introduction
To get the accurate measure of your employees’ performance must be organize. Organization set the content of the job with tasks that are associated with knowledge, skills, and abilities. Evaluations make statements just not for individuals but for the agency.

Discussion

State Agencies
Performance evaluation is the measure of the job value. “All that is required is a job evaluation system that is relatively free of bias and ultimately acceptable to both management and labor.” (Tompkins, 1987) Arkansas Department of Health, Department of Humans Services, Department of Finance and Administration all conduct performance evaluations on employees. These agencies uses a performance evaluation and the total duty area score must equal 100%. Second, the performance evaluation system is the same criteria of satisfactory, above average, satisfactory, and unsatisfactory in the rating period. In addition, there must be a justification for rating. The difference with Arkansas Department of Finance and Administration there is not a monitor performance and feedback as for Arkansas Department of Health has which is also known as Midpoint evaluation implements. In addition, comments are not on either ADH or DFA form as it is implementing on ADHS. Comments are found on ADHS and it is used to make additional comments regarding the performance or rating by

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