Supervisor Observations: (Explain your reasoning for all ratings other than a 3.) Job Execution & Quality of Work- I rate Alicia a 2 due to some errors over the past year. On 10/09/2015 Alicia was given a deposit transaction to process in the amount $500.00. On 10/26/15, it was discovered this item was not processed. The transaction was found in Alicia’s work dated 10/09/15 and had in fact not been processed. Then 10/27/2015 Alicia received coaching and counseling on how to process her transactions as she had an unposted transaction for a customer. On 10/29/2015 Alicia was given a GL transaction to process in the amount $99.00. On 11/2/15, it was discovered this item was not processed. The transaction was found in Alicia’s work dated 10/29/15 and had in fact not been processed. Alicia does struggle with quality of work due to errors for example on 5/18/2016 teller suspense was off $540 due to Alicia not buying the money from the day before her teller drawer should have shown off. Then 8/27/2016 they were made out as 150900 instead of 1509001. Alicia have shown improvement but I feel she still have room for improvement the execution of her daily job and the quality of work. …show more content…
Alicia has an overall understanding of the products that FHB offers but will second guess herself at time. Alicia needs to continue to ask questions so she can grow in her
(Varley, 1987, p. 15) Schall should measure the cooperation among her employees by direct observation, and feedback from the employees themselves. Schall’s second short term goal for DJJ should be to improve the quality of DJJ’s staff. This progress can be measured by staff evaluations that measure the quality and quantity DJJ’s employees work. If employees are not producing, she has no choice but to replace them with more qualified candidates. Schall’s third short term goal for DJJ should be to improve the conditions at Spofford. Although Schall is hesitant to get too involved in Spofford, she needs to make short term improvements, until the decision is made on what exactly to do with Spofford. (Varley, 1987, p. 14) Schall can measure her progress by measuring the overall safety conditions of the facility and the overall quality of treatment being provided by the
Our Session Long Project (SLP) for Module 1 transforms the evaluation essay into a job evaluation. The type of job evaluation used in this SLP identifies the responsibilities of the job and bases the individual’s performance on these responsibilities. What does this mean to the employee; it means that if they understand the responsibilities of their job they are better able to perform it to the satisfaction of the evaluator. However employees who are not informed of their responsibilities can invalidate your evaluation process very quickly and wreck havoc in any organization.
The performance assessment and appraisal forms are crucial within the performance management system (Aguinis, 2014). However, the appraisal form within the case study provided is designed for the supervisor’s use thus missing one vital factor throughout the entire process, employee participation. Thus, questioning the validity and reliability of the process. This is especially concerning as the bottom 10 per cent of employees are being fired and the top 20 per cent are being rewarded with $5,000.00 based on what their supervisor records on the form without consultation with employees. Thus, supervisors may not provide accurate scores as they do not have to justify their responses (Aguinis,
The class attended for my Participant Observation Assignment was a yoga class at the Recreation Center at State University. Such a class is for one session and is forty-five minutes in length. During this class, we covered beginning yoga moves at a slow pace so everyone felt comfortable. The nature of the class consisted of simple yoga moves, serine atmosphere, and relaxing music. Learning theories that were address, applied, and by the instructor wanted us to use were Skinner’s Operant Conditioning, Bandura’s Social Cognitive Theory, and Observational Learning. The instructor also taught using the Direct Instruction Approach and wanted the students to use Lave’s Situated Learning Theory.
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
Personal Philosophy of Supervision Beliefs and Philosophy School administrators are important in setting the path for a successful school (Glickman, et al., 2014). The principals could play a dynamic leadership depending on how they exercise their beliefs of the organizational and social environment (McNair, 2011). The principals are the primary facilitators for developing the foundations in learning that will last, to manage the student’s performance at schools, and seeking the improvement at school that will cause great impacts in school‘s education (Gordon,1989). In the recent years in the U.S., education has change in a more cultural diversity population, it is imperative that school supervisors, are trained to encounter this cultural issues, but also assisting others with the opportunities to develop appropriate abilities to deal with different cultures (Glickman, et al., 2014). Even though this increasing awareness of the multicultural issues, many supervisors are not being trained how to deal with this issues in the daily practice.
The employees of ABC Company have identified a problem, which must be resolved. ABC employs a part-time administrative assistant whose work ethics and productivity are lacking; thereby affecting others in the organization. The employee is responsible to answer phones, take messages, and assist each department in performing various administrative functions. The position held by this employee is important, as each department relies on her input and assistance in completing their assigned tasks. The administrative assistant’s lack of follow-through and general uncaring attitude towards her work has caused her co-workers to be frustrated, annoyed, and more importantly, has led to productivity being negatively affected.
The classroom I observed Tommy is in has about 20 children and two teachers. The age range for this class is between 36- 48 months and Tommy is 47 months. The purpose of this observation is to assess the child to see what appropriate skills based on their age they are able to accomplish. If children are struggling to meet the appropriate brackets the teacher is to set goals that are to help the children become successful and accomplish the goals. In this paper I will be talking about the Carolina Assessment Log and what SMART goals I think may be appropriate for Tommy.
Over the course of the semester, we were asked to maintain a record of our observations of comprehension and composition learning tasks that take place in our classrooms. Luckily, I was placed in the Leighton Learning Community so I attend Leighton elementary school, right down the road from the college. This is an amazing experience because I am able to spend a lot more time inside the classroom, which also results in me observing many things I would not normally in a regular block two placement. Instead of the standard one day a week for three hours, I spend my entire day at the school on Tuesdays and Thursdays.
Once the productive performance appraisal recognizes these employees, they can be compensated with raises and career advancement. The prevailing form used for hourly laborers give to inaccuracies and falsification in the evaluation process which can point to discrimination, poor performance, low employee morale, and a lack of development. The current model is too vague and does not reveal what the employee is doing adequately and what requires to be developed. When employees are not notified of what they are doing wrong or right they cannot make the fundamental
An employee does an unsatisfactory job on an assigned project. Explain the attribution process that this person's manager will use to form judgments about this employee's job performance.
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
The school that I visited was new. It was the first year of the school opening. The school board had combined two schools into one, so the students had to adjust to their new environments and new individuals. They seemed to be getting along well with each other. Since the school is new the teacher has to adjust to new problems that araise. Times for the subjects and times for using the computer labs change. So the teacher must always be fixable for anything. In this observation of this classroom I learned about the enjoyment of teaching. How you have to adapt to each of the students.
The students that I observed in the classroom were of middle to high school. I went to see 8th, freshman, 10th , and seniors classes, they seemed excited and very curious to why I was there. The middle school was more alive and rambunctious while I observed them. The High school kids were more relaxed, more comical. Some were paying attention while others seemed tuned out to the lecture or involved in socialization with friends within the class. By the end of the class Mr. Hasgil had restored the attention of everyone by using tactics such as history jeopardy with candy as the prize with the high school kids. In both he middle school and high school the kids were mostly Caucasian with a mixture of black, Asian , and Hispanic in the classes.
I attended a second grade class at Smallville Elementary on February 22, 2014; the class began promptly at 0855. There are 26 children in this second grade class. There are 15 male students and 11 female students. The student diversity is 2 Hispanics, 1 African-American, 1 East Indian, and 1 New Zealander (White but with an extreme accent). Three children were left-handed.