PERFORMANCE APPRAISAL/COMPENSATION EMAILS

Assignment 3

Instructions

For Each Memo/Email

• You need to respond by: • Replying to the email with your own reply

email • Telling how important the email is – either

high importance, medium importance, and low importance

• Finally you may add additional actions (optional)

Context of the case

• The company is using a graphic rating scale • The rating scale is a 5-point scale with no

verbal descriptions – thus it is difficult to give feedback

• Traits are evaluated • Scale is used for most jobs – thus it may not

be job-related

Example email • FROM: Mary Smith, Purchasing, [email protected] • SUBJECT: Annual Performance Review • TO: Human Resource Department, [email protected] • • I have a troublesome question to ask you. I would ask this of my

supervisor but she is not here now as she is currently in the hospital. For over 20 years I have received an overall performance review, and my evaluations have all shown that I am an excellent employee. I am five years from retirement and, frankly, I have reached the point where performance evaluations are not of any consequence to me. I know I am going to do a good job. I also know that I will not be promoted or transferred, and I am at the top of my pay grade. Therefore, why should I continue to be evaluated formally?

Good Response • From: Human Resource Department, [email protected] • To: Mary Smith, Purchasing, [email protected] • Every employee at our company gets a performance

review. It is part of our strategy that all employees receive good feedback. Performance appraisals have multiple purposes – merit increases, promotions, developmental feedback – thus I believe we should continue to give you feedback on your performance no matter the length of your service.

• (Medium Importance) • You may want to include an additional note of

explanation for your response if you feel it is necessary (optional).