Performance Appraisals - Items that employeees can be measured on

Wes Bucey

Quite Involved in Discussions
#11
sue32 said:
:confused: I was forced into stepping down from a Quality position that I enjoyed and I am now a assembbly worker. I am working with person that I audited and they are not to kind to the X quality assosiate. I see so many non conforming issues going on and do not know what to do about it. I am basically the bottom of the barrel after 6 years in Quality. I would like some advise on what I can do until I find another employer. I had very good Performance Appraisal and have some concern that this is a easy way for management to lie to you so you are feeling that everything is ok. I guess I am just confused about the whole thing. I am currently looking for another job because I cannot stand that I may be in part with the assembly persons passing bad parts.
I'm sorry to hear of your plight. You are proof the performance appraisal system is usually flawed in regard to giving a true picture of what the organization thinks of the value of an employee in place.

Please take the time to read through these two threads:
Resume and cover letter - How good are yours?
Tips to get past the "gatekeeper" when job hunting
Perhaps they'll help you get a job that fits.
Oh, and before we forget - Welcome to the Cove!:bigwave:
 
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B

Bill Pflanz

#13
Performance Appraisals being discontinued?

The most recent issue of Business Week (Jan 9 issue) has an article titled The Struggle to Measure Performance. It explores the topic of whether the traditional performance appraisal and rigid rankings are hindering teamwork and risk taking needed for innovation. Apparently, corporations are questioning what is the right method for rewarding performance in the current business environment.

GE's 20/70/10 ranking system was specifically mentioned as being revised to allow more flexibility and management judgement in the rankings. The rankings are now considered guidelines and the low achievers are now rated "less effectives" and provided coaching rather than a pink slip. The article also goes on to say that these changes are needed as GE tries "to evolve its culture from a Six Sigma powerhouse to one that values innovation".

Studies indicate that forced ranking, including firing the bottom % is ineffective after the first couple of years. It also forces people to focus on short term results and competing rather than collaborating with each other. The article does not imply that performance appraisals are being dropped but that changes are needed. The biggest hurdle appears to be how to reward top performers so they don't leave.


None of the revelations are probably new to quality professionals but it will be interesting to see if changes are really made.

Bill Pflanz
 
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