There are two major elements of this assignment.

55.56% 5

44.44% 4

Q1 Based on my last name that I selected for this exercise, I would be assigned to the

following group. Answered: 9 Skipped: 0

Total 9

Group 1- First letter of yo...

Group 2- First letter of yo...

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Group 1- First letter of your Last Name begins with A-F

Group 2- First letter of your Name Name begins with G-Z.

1 / 17

University of Redlands Performance Management Survey- February 2017

11.11% 1

11.11% 1

11.11% 1

11.11% 1

11.11% 1

0.00% 0

11.11% 1

11.11% 1

11.11% 1

Q2 Select your name here. It will be not shown in the survey results. It is being used to verify that you submitted your

survey feedback. Answered: 9 Skipped: 0

Rebecca Aguilar

Rehan Algahany

Michelle Bonner

Celeste Casillas

Sean Filipi

Ana Gonzalez

Rhonda Kramer

Katie Kuykendall

Jacob Ray

Teresa Wodarczyk

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Rebecca Aguilar

Rehan Algahany

Michelle Bonner

Celeste Casillas

Sean Filipi

Ana Gonzalez

Rhonda Kramer

Katie Kuykendall

Jacob Ray

2 / 17

University of Redlands Performance Management Survey- February 2017

11.11% 1

Total 9

Teresa Wodarczyk

3 / 17

University of Redlands Performance Management Survey- February 2017

0.00% 0

11.11% 1

11.11% 1

44.44% 4

33.33% 3

0.00% 0

Q3 The purpose of our performance appraisal system and its advantages are

communicated effectively. Answered: 9 Skipped: 0

Total 9

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

4 / 17

University of Redlands Performance Management Survey- February 2017

0.00% 0

11.11% 1

33.33% 3

33.33% 3

22.22% 2

0.00% 0

Q4 Individual performance appraisal goals are tied to the organizational mission,

business plan, and departmental goals. Answered: 9 Skipped: 0

Total 9

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

5 / 17

University of Redlands Performance Management Survey- February 2017

11.11% 1

0.00% 0

0.00% 0

55.56% 5

33.33% 3

0.00% 0

Q5 Avoiding bias or discrimination is an integral part of our supervisory training processes and orientation sessions with

our employees. Answered: 9 Skipped: 0

Total 9

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

6 / 17

University of Redlands Performance Management Survey- February 2017

0.00% 0

11.11% 1

22.22% 2

44.44% 4

22.22% 2

0.00% 0

Q6 Employee job functions are considered in designing the performance appraisal

form and during the appraisal interviews. Answered: 9 Skipped: 0

Total 9

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

7 / 17

University of Redlands Performance Management Survey- February 2017

0.00% 0

11.11% 1

22.22% 2

33.33% 3

33.33% 3

0.00% 0

Q7 Employees are encouraged to track and provide examples of their major

accomplishments for the performance appraisal.

Answered: 9 Skipped: 0

Total 9

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

8 / 17

University of Redlands Performance Management Survey- February 2017

0.00% 0

0.00% 0

0.00% 0

33.33% 3

66.67% 6

0.00% 0

Q8 Supervisors are asked to write and share open-ended comments to support the

ratings. Answered: 9 Skipped: 0

Total 9

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

9 / 17

University of Redlands Performance Management Survey- February 2017

0.00% 0

22.22% 2

11.11% 1

33.33% 3

33.33% 3

0.00% 0

Q9 Performance appraisal appraisals and interviews are completed on schedule.

Answered: 9 Skipped: 0

Total 9

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

10 / 17

University of Redlands Performance Management Survey- February 2017

0.00% 0

22.22% 2

33.33% 3

11.11% 1

33.33% 3

0.00% 0

Q10 Supervisory performance ratings are largely consistent with actual employee

results. Answered: 9 Skipped: 0

Total 9

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

11 / 17

University of Redlands Performance Management Survey- February 2017

11.11% 1

55.56% 5

0.00% 0

11.11% 1

22.22% 2

0.00% 0

Q11 SMART techniques are encouraged when setting performance goals for

employees. Answered: 9 Skipped: 0

Total 9

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

12 / 17

University of Redlands Performance Management Survey- February 2017

11.11% 1

22.22% 2

22.22% 2

11.11% 1

33.33% 3

0.00% 0

Q12 We are actively using quantitative measures and multi-rater such as this

survey to obtain input on employee performance. Answered: 9 Skipped: 0

Total 9

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

13 / 17

University of Redlands Performance Management Survey- February 2017

0.00% 0

33.33% 3

22.22% 2

11.11% 1

33.33% 3

0.00% 0

Q13 Identifying and sharing career paths and employee development and training plans is part of the evaluation process.

Answered: 9 Skipped: 0

Total 9

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Cannot evaluate

14 / 17

University of Redlands Performance Management Survey- February 2017

Q14 What features of the current performance appraisal process work well?

Answered: 9 Skipped: 0

# Responses Date

1 Feedback 2/10/2017 8:22 AM

2 Incorporating development planning I feel helps the process when the employee knows. Compensation and succession planning.

2/10/2017 12:44 AM

3 There is always a handout given beforehand on the topics that will be discussed and areas where questions are asked and answers are needed to help improve the flow of the appraisal and assist leaders to conduct a proper appraisal. This is stored inside an employee's file, so that there is a record of each year and if the goals that were set in place the previous years have been completed.

2/9/2017 11:28 PM

4 Supervisors are trained on how to conduct performance appraisals and how to use the form. At least 85% of managers turn them in on time. The form has a 5 rating system. Supervisors are required to provide comments for any rating of 5 to back up their rating and for ratings of 1 to help the employee improve.

2/9/2017 10:26 PM

5 Goal setting 2/9/2017 7:32 PM

6 The communication process of our current performance appraisal process works well. Each employee knows what is expected our of them and what each of their individual goals are. In our department there are monthly reviews with each employee going over any challenges or achievements for the month. This attention to details shows the employees that their manager cares for their success in the company and are giving them an opportunity to discuss any of their concerns and accomplishments their manager may be unaware of.

2/9/2017 7:21 PM

7 The 5 rating scale works well with evaluating the performance of an individual employee. Conducting the performance review with using SMART goals is found effective in the success of giving one's employee's great feedback.

2/7/2017 5:15 PM

8 The parts of our current performance appraisal process works well in the areas of constructive and positive feedback. 2/7/2017 1:12 PM

9 The first is strong support by executives at all levels it needs to be demonstrated by the appraisals being done on all members of the organization. The second feature is that there is no emphasis on setting clear performance goals in advance. the most important determinants of the effectiveness of the performance management system is the goal setting process. particularly those that have rewards tied to them, they are motivated to perform well.

2/4/2017 1:23 PM

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University of Redlands Performance Management Survey- February 2017

Q15 How are employees and supervisors asked to track employee progress during

the performance period? Answered: 9 Skipped: 0

# Responses Date

1 Through bi-annual appraisals. 2/10/2017 8:22 AM

2 Employees use KPIs to tell how performance in the specified areas should be measured. 2/10/2017 12:44 AM

3 About every quarter a similar handout is sent out to keep track of the goals implemented in the original handout. The original handout is taken out of the individuals' file and then a progress meeting is held to go over the original questions and the progress report.

2/9/2017 11:28 PM

4 Supervisors are asked to keep a file for each employee to track the the things they have accomplished or areas of concern during the performance period. Employees are not asked to track what they have been doing throughout the year. There is very little employee input.

2/9/2017 10:26 PM

5 by meeting qoutas 2/9/2017 7:32 PM

6 In our department every employee has their own binder that they use to communicate with their manager. The binders include monthly reviews, training schedules, and project information. The monthly review section has a tracking sheet for both goal achievements and positive feedback. Supervisors also track information in the same way through a tracking sheet. Every department does their reviews differently but for the most part having personal binders and individual wall file hangers for each employee is an effective way that we are able to track employee performance and communicate with employees.

2/9/2017 7:21 PM

7 Supervisors are asked to have records of the goals set to each employee and they are to make sure the employees are on track in achieving those goals. Supervisors are also asked to provide these goals using the SMART method. Supervisors are to keep notes of individual employee performance throughout the year in order for the performance review to be accurate. Supervisors are asked to set individual goals that are achievable to each employee.

2/7/2017 5:15 PM

8 In the current performance appraisal process, neither the employee or supervisor track progress. At the 6 month mark, employee brings in the evidence the items to show the progress has been made

2/7/2017 1:12 PM

9 Continually monitoring performance; Giving effective feedback to promote growth and a record of performance and progress towards goals at the end of the annual.

2/4/2017 1:23 PM

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University of Redlands Performance Management Survey- February 2017

Q16 What types of changes might be needed in the current performance

appraisal process? Answered: 9 Skipped: 0

# Responses Date

1 To evaluate employees every three months. 2/10/2017 8:22 AM

2 Apply more SMART test to test if your goals are well written . Provide more day to day coaching to the employee and well as letting them know when they are not meeting your expectations instead of waiting till the appraisal. Praise and acknowledgment as well.

2/10/2017 12:44 AM

3 Consistency with not only scheduling, but also the completion of the appraisal. Often times an appraisal is initiated, but a progress report is not consistent, sometimes only happening every six months versus every quarter.

2/9/2017 11:28 PM

4 The appraisal form has no place to establish goals and objectives for employees to work towards. There needs to be more in depth training regarding the appraisal process and the importance of giving accurate ratings. Especially if an employee is not performing at an acceptable level.

2/9/2017 10:26 PM

5 looking more into not just the numbers but also the ethics behind performance. 2/9/2017 7:32 PM

6 Consistency needs to improve with our current appraisal process system. Each department does the review process differently and at different times. The number of reviews to each employee should be the same in each department. Some departments do not even have a review process and the lack of motivation for their manager reflects in their everyday job performance.

2/9/2017 7:21 PM

7 The changes that may be needed in the current performance appraisal process would have to be making sure the goals are conducted using the SMART method. Another change would be to make sure there is no bias whatsoever towards any employee and to conduct the review in the most ethical way possible.

2/7/2017 5:15 PM

8 I think that the goals in our performance appraisal review system have room to be more number based considering, we work in a call center type environment, and process orders. There are many ways to track number of calls, length of time, and orders entered.

2/7/2017 1:12 PM

9 1 and re-planning of strategic planning: The process of identifying or change the strategic plans of the organization associated with a lot of variables and The most important of these variables are those related to human resources in terms of their ability and efficiency and Potential, and the possibility of potential investment effectively, and so the results Calendar Are realistic indicators of the scheme provides the necessary information for strategic planning compatible with What will be available from human resources. 2 People Development: Use the evaluation results in the development of individuals in the organization through information and provision of About the strengths and weaknesses of individuals working and help management to adopt the bases Sound in consolidating the strengths and training and development programs designed to control the points Weakness . 3 lifting motivated individuals: That the information return for working individuals of great importance, as it is one of the basic elements In job enrichment, Workers aspire always to know the developments and their administration for Their performance in order to improve their self-seeking to me. 4. Build a fair system of incentives Incentive: Serve the results of performance evaluation in the design of a fair system of incentives incentive, as there are foundations The design of incentives vary depending on the job and affecting the performance of environmental variables, and Therefore, the performance evaluation system should take into account these variables to provide information Sincere about the evaluation results and that contribute to the design of a fair system of incentives. So these jobs require the design of incentive system is based on the skills that any process Performance Evaluation of such jobs focus on skills.

2/4/2017 1:23 PM

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University of Redlands Performance Management Survey- February 2017