Tag: Performance Evaluation
In the employee performance evaluation meeting you probably have the urge to do all the talking – to tell the employee what the evaluation document says (or worse yet, read the document to the employee). You tell the employee what you think of their performance. You tell the employee what you think they should do … Read More »
CareersInGovernment.com Announces Industry Leading Expert Marnie E. Green to Share Public Sector Management Strategies.
Careers In Government, Inc. (CIG) President Michael Hurwitz announced today that industry leading expert Marnie E. Green, CSP, IPMA-CP, Principal Consultant of Management Education Group, Inc., will share her public sector management and supervision strategies on a newly dedicated CIG feature page entitled Management Strategies.
” This is an exciting partnership for CareersInGovernment.com. Green is a well-respected … Read More »
It’s a common managerial dilemma. You ask an employee to do something that seems simple to you. And, what you get is not what you expected. For whatever reason, the employee did not complete the job to your standards. Usually, this frustrating experience happens when you have not made your expectations clear. You expected one … Read More »
Have you ever experienced the inheritance surprise? You inherit an employee who has a history of performance challenges, and the previous manager has not addressed and/or documented the behaviors. As a result, you are “starting from scratch” with the employee—unable to use any performance examples from the past to help the employee improve their performance. … Read More »
Managers and employees alike dread that annual ritual of performance evaluations. In some agencies, the event is postponed for as long as possible. In others, it is just avoided – sometimes for years.
Performance evaluations offer the opportunity for enhanced communication and feedback, which has the potential to improve performance and increase morale. Yet, the opportunity … Read More »
“A ‘five’ rating in my work group is not the same as a ‘five’ rating in another group.”
When you design a performance evaluation system you want it to be fair. Yet, fairness is often an elusive characteristic in public sector employee performance evaluation systems. A common request I get when asked to redesign a performance … Read More »