After my initial assessment of my department, I would start by writing down the issue that I have seen in the department. Then I would make my assessment of every employee in that department, write down their performance, attitude and years with the company. After gathering my information, I will start making my expectations for every employee. I will look at each one's job descriptions so that I know exactly what they are suppose to be doing and compare that to what they are actually doing. Then I will lay out my expectations for the department and I will also make a list of things that I feel would make the productivity of the department increase. Once I have finished my initial assessment phase I will go into my plan of action phase. I will …show more content…
I will start with the senior employees most likely my mid level managers. I will ask them "why the department is under performing under their supervision?" Also, ask them for their input on how the department can turn around. Talk to them about my expectations and do they seem realistic for this department. I will also ask them for their expectations of me. Then I will talk to them about the employees they manage and go over the things that seen with them. What I am looking for is if they are seeing the same issues that I saw during my initial assessment. If they allow negative aspects of work then as a department we will be unsuccessful because they are the middle managers and control the floor. Next I will bring in the rest of the employees to go over my assessment. I will start by asking " what is their purpose in the department and what do they bring to the department?" I would like to know what they expect from their supervisors and myself. Go over the expectations that I have for the department and whether they seem realistic or not. Me and the employees will talk about my assessment of them while at
The first would be the rank of position and the responsibility of the job. Is the position a supervisorial role, or administrative role or maybe pilot? If so, how many people is this person managing and who are they responsible for. These questions can help define
Answer: I supervise and evaluate my staff formal and informal way. For examples evaluate their progress on my assigned projects, tasks, or duties, written performance evaluations act.
Next, I would ask my employees how they felt about moving up in the company and furthering their education. I would offer incentives for additional education and career advancement. I would also offer coaching and mentoring for skills that could be learned in the office from more experienced coworkers. Encouraging employees to further their education not only benefits the employee, but also the department as a whole. I would let employees know that I am there to help them achieve their aspirations and open doors of opportunity.
My peers can expect a trustworthy co-worker, who will help hold them up when they are down and embrace them when they are up. I will be understanding and considerate when dealing with my peers ensuring not to step into their areas of responsibility without cause. I will give them advice and instruction in areas they are not as strong in and lending help to their sections when the mission dictates a need for it. When they are out of the office I will take care of their soldiers and sections as if they are my own.
I have high expectations for all of my mentees. I expect them to have a positive attitude about the project. I expect them to be deeply engaged in the activities and complete all tasks in a timely manner. In addition, I expect for them to attend every session. When they do not know something, I expect for them to ask questions. In the end, I expect for them to excel in the program and acquire the knowledge and skill set to be dynamic educators.
For Esme, First Impression Response The first time I read For Esme I was very confused. This short story, like most in the anthology Nine Stories, does not make much sense from a surface scan. However, after reading it a few more times I started to notice the intriguing symbols, how the story is told, and some odd occurrences. Two of the major symbols that Salinger uses in For Esme are letters and the wristwatch. In the story everybody uses letters to talk, as they were the only way to communicate across the Atlantic Ocean, save for telegram.
DiClemente (2013) stated, “Although no evaluation is perfect, evaluation research can have a high degree of rigor” (DiClemente, Salazar, & Crosby, 2013, pp. 298). The result of a high degree of rigor can lead to the utilization by program planners and policy experts which would in turn could impact public health policy and promotion practice (DiClemente et al., 2013). This is obtained by a step by step, all equally important, process in what is known as the “Nine Step Stairway to Effective Evaluation”.
Next, it is clear that communication is a big problem as foremen do not feel like upper management is hearing them likewise top management does not feel like the foremen understand them. With this being the case, they need to hold a meeting for all employees and managers. During the meeting, they need to be specific with the expectations of all employees managers included. The holding another meeting individually with each manager to set production goals.
The purpose of this paper is to provide a synopsis of the importance of assessment and diagnosis in the counseling process. In the first two sections, the roles of assessment and diagnosis as they relate to case conceptualization and treatment planning will be explored. The potential implications of misdiagnosis will be the focus of the final section.
Department and will analyze my work team. We’ll first look at the background and structure of
Based on your view of the objectives of performance evaluation, evaluate the perspectives about performance appraisal presented by the managers.
I would create a positive environment where the employees would feel comfortable to solicit their ideas. I would encourage the employees to express their ideas. I would give constructive feedback to them when they share their
For the people working in a community, clear expectations deliver how their performance will impact the community and give them an indication of what they need to do to achieve the community’s expansion and development.
There are several reasons organizations initiate performance evaluations, however the standard purpose for performance evaluations is to discuss performance expectations; not only from the employers perspective but to engage in a formal collaboration where the employee and the manager are both able to provide feedback in a formal discourse. There are many different processes an organization should follow when developing its performance evaluation tool; in addition essential characteristics that must accompany an effective performance appraisal process. I will discuss in detail the intent of a performance evaluation, the process an organization should follow in using its performance evaluation tool, along with the characteristics of an effective
As I reflect on my past assessment process, I realized how much my assessments have changed over the years. In my early years, I used tests for informational recall as my assessments. I felt these were appropriate guidelines in which I needed to follow in order to substantiate a student’s grade. Every assignment or tests was given a point value and then based on the amount of points, a grade was given. Every student’s assessment was exactly the same, and the assessments did not contain any subjectivity. I felt confident in giving the grade based on a valid point system. However reflecting back, I see that I did not include any performance-based assessments or individual learning styles in my early assessment. I also did not take into consideration the individual needs of my students. My assessment approach was awful. I am embarrassed that I use to assess students in this manner.