In a message dated 96-01-10 01:17:19 EST, you write:
>Date: 96-01-10 01:17:19 EST
>From: bmallis@smtp.markem.com (Barry Mallis)
>
>I'd like to add fuel to this dialog about "rating" and appraisals. Last
>year I was part of a cross-functional team of four assigned with creating
>a booklet for managers and supervisors on How to Complete Employee
>Performance Appraisals.
Barry, where were the employees in this process. In my experience, most
people know what "excellence in their jobs" looks like. Ask any one what
characteristics someone should have to do his/her job. Having a standard
and specific indicators of success is important. But the person who uses
the scale of indicators builds a set of specifics into his/her
consciousness about what excellence is and how to reach it. So why not
have as many people as possible use the scale to chart growth and
progress?? Whay will happen is that you will soon need to build another
scale because everyone will have exceeded the ceiling.
-- Carol Sager The Critical Linkages II Newsletter 21 Wallis Rd. Chestnut Hill, MA 02167 617/469-9644 v 617/469-9639 fax sageredent@aol.com