Barry, You write:
The example of rating scale and instructions I typed came from a 13 page
booklet we created last year. What does your question mean--"where were
the employees in this process?" They were everywhere. They were
represented by first-line managers on the team, and by the employees to
whom the draft was given for evaluation before it was circulated to our 85
managers for application to performance appraisals.
We were discussing learning as a result of rating scales, etc. I have
found that more learning, buy-in and change occurs and occurs faster when
the "workers" or people actually doing the job are part of creating the
rating instrument by which they will be evaluated. Workers "represented by
first-line managers" is not the same as workers representing themselves.
In response to the rest of your remarks which I have copied below: The
issue is not really about finding THE criteria or finding a "miracle
worker". I'm sure your criteria are just fine, and I would be pleased to
see a copy. One of the ways to move towards eliminating scales and
appraisals is to build into people's consiousness a set of specifics about
what "excellence" is and how to achieve it. In my experience, this comes
about as the people you want to influence the most are part of the process
of creating the criteria as opposed to reacting to them.
-- 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[...quote of rest of msg deleted by your host...]