Conducting performance appraisal of a 2-star level boss
As a senior staff officer tasked in prepping an exsum/mini-brief for my 2-star level boss I would be interested in evaluating the some key aspects of their performance in order to provide a detailed report on their suitability for promotion or continued employment. This would evaluate whether the individual if carrying out their duties as required or if they need to be reassigned to other roles. Before creating a proper mini-brief for the 2-star level boss, I would need to establish a kind of system which I will use to measure the performance of the individual. For the specific role whose performance I will be evaluating I will be required to come up with performance goals and standards. The performance standards describe what in particular the 2-star level boss should be accomplishing in their job and how they are required to accomplish this. These standards should apply to all employees across the boards that are within the same rank or position. For instance, I would be interested how the individual attains the required levels of performance in this role which could involve how well he/she is able to follow instructions given to them. I would also have to make sure that the standards are achievable and that there is a direct relationship to the role of that position (Li, Terrence, 12).
The second aspect would be assessment of particular goals that the employee should be able to achieve. Goals are not similar to performance standards in that they are tailored to each specific employee and they depend on the strengths and weaknesses of an individual. For this 2-level boss I would be interested in seeing assessing how he/she is adapts to changes in technology that affect their line of work. This would involve assessing how that individual is capable on learning new trends that relate to changing technology in their every day work. If the employee is not able to adapt to changing technology then their performance will negatively be affected. On the other hand, employees who adapt well to changes in how their carry out their daily activities are able improve their performance and productivity. In creating the evaluation for the 2-level boss I would be interested to assess how the individual adapts to these changes in technology(Samuel, et al. 946)
As part of the evaluation of the 2-level boss it is important to follow up on aspects of the performance by keeping track how of their performance over a certain period which could range from 3 months to a year depending on the time allocated for the appraisal. Some of the issues one can check for in tracking performance may include assessing days that the individual was absent from work, the amount overtime they have worked in completing important projects, or whether the individual is active in outreach programs that improve the image of the organization or company. If the individual does exceptional work on a certain project or they makes a certain mistake I would consider giving them immediate feedback which could either be oral or in writing. Whichever kind of feedback I choose to use, I would make sure to include a written note of the conversation in the employees personal file. Once I have reviewed these documents I would gather all the thoughts about the performance of the individual’s work and write the evaluation on whether the 2-level boss is fit for promotion, or continued employment or if they deserve any corrective measures to be taken (Frederiksen et al.134).