Performance Management

create a performance appraisal tool (i.e. a form that a manager could use to evaluate an employee’s performance) for a “Receptionist” position (You may refer back to your job description for Assignment #1). • Your form must include BARS statements to measure three (3) different aspects of performance for an employee holding the position described in the job description provided. Your BARS must include at least three (3) levels. • Create two (2) 360-degree assessment questions to gain information on the performance of a Cashier employee from the following sources (2 questions for each source): o Peers o Supervisors o Customers Part 2: Performance Improvement Plan (5%) You are to pretend you are a manager for a company who has had an employee who has been having issues with tardiness (in other words, is not showing up for work on time) and it is creating issues for customers and coworkers. This employee, Peter Smith, is your receptionist and is responsible for greeting your customers and answering all incoming phone calls. He is required to be at work for 9 a.m. Monday to Friday. Your assignment is to create a Performance Improvement Plan (PIP) for Peter, who has been late everyday for the last two weeks. Remember, the purpose of the PIP is to identify an employee’s poor performance, clearly set the expectations and allow an employee who was not meeting the employer’s standards the opportunity to succeed, while still holding them accountable for their past performance. It is very important for the PIP to be clear and easy to understand. Thus, you will be graded on how effectively you have identified the problem, set expectations, identified consequences (current and future), create an action plan and follow-up.