The new performance evaluation system shall be three dimensional. It shall seek to acquire a comprehension of the employee’s work through three dimensions. The first comprehension shall be acquired from the employee himself/herself (Sandler & Keefe, 2004). The employee will be asked to provide ratings of professional attributes such as quality of work, the desire displayed to improve quality of work, knowledge of the job, efficiency of communication, polarity of the participation in team efforts, adherence to ethics and interpersonal skills developed and exercised.
Once the employee rates his/her own performance in these areas, the form shall then be forwarded to the immediate supervisor of the employee who shall rate the employee’s performance in the very same areas, parallel to the ratings that the employee has given to her/his own performance. Once the supervisor has gone through the form and filled out his/her opinions of the subject employee, the form shall then proceed to the human resource manager who shall evaluate the form to determine the differences in the ratings of the employee by the employee himself/herself and the ratings of the employee by the supervisor. The HR manager shall then create a report that shall be sent to the manager or head of the department and shall constitute areas in which there is a conflict within the employee and supervisor of the subject department.
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