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performance_appraisal_system.pptxGraduate Student SMSgt Doc Thomas MHR 6551, Training & Development Unit II PowerPoint Presentation Performance Appraisal System 30 Dec 2014
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Why Appraisal System?
Washington County School District (WCSD) can identify and prepare people for important positions
WCSD HRM & School Principals can identify good performers with promotion potential
People being hired without regard to racial, ethnic, or religious background but identified for training & promotion
WCSD & principals evaluate worker’s suitability for advanced positions
WCSD & principals can transfer important knowledge and skills throughout the district in order to achieve some sort of synergy (Wheelen & Hunger 2010)
I have chosen to analyze appraisal system as the HR area of my organization. It is an extremely important dimension, especially for the service organization. For a service organization, the employees are the most important asset as they deliver the necessary services to the clients. A strong, collaborative, and inclusive appraisal system helps in retiming the employees, cut down the recruitment costs, and increases job satisfaction amongst the workforce.
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Current State
3 step performance appraisal system
Employee fills the self appraisal form
Staff Developer & Principals fill in their set of performance assessment form
Principals completes an assessment via an in-classroom evaluation
Final score and outcome is communicated to the employee verbally and PowerTeacher
Presently, the organization is running a 3 step linear appraisal process in which employees play a passive role and the performance manager assess the performance of the employee with the help of the HR team. Such a system leaves many loopholes as the employee does not have enough say in the process. The organization needs to move from here to a more comprehensive performance review system.
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Key Stakeholders
WCSD Board
Superintendent
Principals & Vice Principals
HR Department
Staff Developers
Teachers & substitutes
Students
Parents
Community
Here are the key stakeholders in the strategic planning process for the chosen area. It is important to consider the inputs of all these stakeholders as they are either bringing in the change or are affected by it. While all the other stakeholders are internal, the change management agency can be external.
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Position of the Stakeholders
School Board & Superintendent- Responsible for achieving the state board of education objectives
HR Department & Principals- Implements the appraisal system
Staff Developer- Responsible for WCSD objectives be met
Principal & Vice Principals- Responsible for employees performance and supervising through his work for the organization (www.washk12.org)
Employees- Their compensation, promotions, career, and future plans depend on the appraisal system
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Communication Plan
No external communication required
HR initiated seminars, and collaboration with Professional Learning Communities (PLC)
Inviting suggestions from the employees
Reporting to the School Board & Superintendent strategic HR needs & developments
Keeping all the above mentioned communication platforms working congruently
The communication plan to introduce the necessary strategic change targets all the internal stakeholders. The communication process intends to invite suggestions, inputs, and all the necessary contribution from these stakeholders. Face to face meetings between the leadership and other stakeholders are another important part of the communication process. This communication plan will be coordinated by the HR team.
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Importance of Scheduling
New strategies to be up before next school year
Ensure participants (both trainer (s) & learners) are available/focused on learning
Immediately address WCSD & schools’ needs
Improves employee/customer satisfaction
Helps in allocating time/resources for strategic planning
Scheduling is important in order to achieve the strategic change in a timely manner.
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References
Washington county school district. (2014). Retrieved from www.washk12.org
Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed.). Mason, OH: South-Western
Wheelen, T. L., & Hunger, J. D. (2010). Concepts in strategic management and business policy: Achieving sustainability (12th ed.). Upper Saddle River, NJ: Prentice Hall
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