Performance Evaluations

In my life I have never had a formal work evaluation, at my academic mentoring position I get one at the end of each semester but those are based of what the students I help say and are never negative. It is a weird coincidence that when the group in my class is giving this presentation, I also have my first evaluation for my position as a revenue analyst. Being part time why at school I assume it will not be to intensive.The group presenting spoke about different performance reviews which are numerical (tangible scale number), Forced Ranking (percent of company), management by objectives (based on goals and deadlines), 360 Degree appraisal (info gathered from customers employees and management), Critical Incidence (describing specific incidence positive or negative). They spoke more about how many of these can be used together as well when evaluating. They have also said it should not all be evaluated once a year but instead throughout the year.

I have not been told how they evaluate employees at my position and I am sure it will differ from on position to the next. The billers in my company will most likely be evaluated over the amount of claims they send out and also the efficiency. As an analyst we measure many of these vital statistics that the billers get measured on but its harder to tell whether an analyst s doing a solid job or not. From the presentation I believe it will be management by Objectives. As an analyst, management asks us to work on different projects and to meet deadlines and this most relates to us. With this being said I personally feel like I have met all my deadlines and tasks higher management has asked for me even with being a part time employee during the school year. It will be interesting to see how it goes this week. I hope that it helps me progress as an employee so I will be able to perform better and stay there for longer.

The evaluation that I believe would be best would be a mixture of critical and 360. This way there is not much competition put on the employees to do better then others. This will also have good feedback to employees with specific details on what is good and also bad. The 360 aspect allows this to be heard from many different stakeholders in this employees life. Its important to hear everyone's opinion of an employee because people might shed light o something that is being overlooked elsewhere.