1. Performance Evaluation Khaled Almahasin Vinay Dashora Salpy Dombourian Saif Rahimuddin Group 1 MSE 608B – Fall 2008

2. AGENDA What Is Performance Evaluation? Why Performance Evaluation? Tips on Improving Performance Evaluation Case Study 1 Case Study 2

3. “An analysis undertaken at a fixed point in time to determine the degree to which stated objectives have been reached. This is generally used as a basis for decision making, including updating plans.” “The method of evaluating an employee's performance which involves tracking, evaluating and giving feedback on actual performance based on key behaviors/competencies established in the goals that support The achievement of the overall organizational mission.” What is Performance Evaluation?

4. Why Performance Evaluation? Maintain or improve each employee's job satisfaction and morale Motivate employees to perform better Serve as a systematic guide for supervisors Helps identifying development and training needs Assure considered opinion of an employee's performance and focus maximum attention on achievement of assigned duties. Help employees understand how they can develop and grow Assist in determining and recording special talents, skills, and capabilities that might otherwise not be noticed or recognized.

5. Why Performance Evaluation?...Cont’d Assist in planning personnel moves and placements that will best utilize each employee's capabilities. Provide an opportunity for each employee to discuss job problems and interests with his/her supervisor. Assemble substantiating data for use as a guide, although not necessarily the sole governing factor, for such purposes as wage adjustments, promotions, disciplinary action, and termination. Improve the respect employees have for their managers. Foster good communication. Identify poor performers and help them get on track. Lay the groundwork to terminate poor performers lawfully.

6. RESPONSIBILITY Immediate Supervisor (Evaluator) Reviewing Official: Directors/Deans: The Director of Human Resources Performance Evaluation Forms

7. TRAITS TO BE EVALUATED Job Knowledge Accomplishment of Objectives Quality of Work Productivity Initiative and Creativity Interpersonal Relationships Supervisory Skills Dependability Professional Contribution

8. Pitfalls and Obstacles in Performance Evaluation Evaluations are Not Performed on Time Employee Used to Over-Inflated Ratings Employee Challenges Points Made on Evaluation Employee Becomes Angry or Emotional Employee Shifts Blame to You or Others Employee Feels “Dumped On” or Whines Employee “Knows-it-All,” Presumably More than You

9. Tips on Improving Performance Evaluation Be honest and fair in evaluating all employees. Be consistent in your approach. Give your comments. Make your comments consistent with the rankings. Be realistic.

10. Tips on Improving Performance Evaluation...Cont’d Rate the employee's performance, not the employee's "attitude." Set goals with the employee. A performance evaluation should motivate an employee to want to improve. There should be no surprises. One tool that may be used is to ask the employee to review his or her own performance and expectations for the future by preparing a self-appraisal.

11. Useful Websites How to Give an Effective Employee Evaluation http://www.ehow.com/how_1914_give-effective- employee.html How To Do Employee Evaluations and Reviews http://www.howtodothings.com/business/a2308-how- to-do-employee-evaluations-and-reviews.html How to Conduct Employee Evaluations http://www.nolo.com/article.cfm/pg/1/objectId/0FDC26 D4-DC85-4D18-9A1D7B6783CCAB98/catId/58D31B3D- 0B74-42D0-B15027FA0D308122/111/259/177/ART/ Why Most Employee Evaluations Suck http://learn.trizle.com/posts/464-why-most-employee- evaluations-suck

13. City of Los Angeles- Evaluation Process Probation Period - Trial period for a new employee - Supervisor needs to lay out the what is expected of the new employee - Employees are to be closely assessed on their performance and whether they are suitable for the position by meeting these expectations - Supervisor and employees are encouraged to meet often review the employee’s progress - Supervisor should also address any areas that require improvement

15. City of Los Angeles- Evaluation Process Probation Period - Employee is not under Civil Service Protection during this time Two Key Components to Passing Probation: 1. Successfully completing 2½ years with the City with a “Acceptable” rating on the probation evaluation forms 2. Passing the Engineer-In-Training (EIT) exam

16. City of Los Angeles- Evaluation Process Probation Period - Lasts for 2½ year period TimePositionDescription 2 YearsEngineering Associate ITemporary Training Position ½ YearEngineering Associate II6 Mon. Probation Period

17. City of Los Angeles- Evaluation Process Engineer-In-Training (E.I.T.)  Title given to an engineer that passes the 8-hour Fundamentals of Engineering (F.E.) Exam  First step in receiving a professional license  Test is administered by the State of California twice a year in April and October  Test covers basic sciences (chemistry, math, thermodynamics, etc.) and specific engineering fields  It shows that an engineer is competent in the basic engineering curriculum  To qualify, an student must have completed 3 years in an accredited engineering program or have 3 years of engineering experience anywhere in the world

18. City of Los Angeles- Evaluation Process Professional Engineer (P.E.)  An engineer with an EIT and 2 years of working engineering experience can apply for an engineering license  Typically, the State requires that the engineer work under the supervision of a licensed engineer  The PE exam is an 8 hour exam administrated by the state in a variety of engineering fields such as: - Civil Engineering - Electrical Engineering - Mechanical Engineering - Traffic Engineering  Shows a level of competency in a specific engineering field and can allow a engineer to sign off on construction plans, operational plans, or make court appearances as a subject matter expert

21. 3 month probationary review Short mid-year & yearly review (usually in July) Evaluation form completed by employee prior to the official yearly review.  Accomplishments achieved thus far  Goals for the upcoming year  Your needs- tools, training  Your take on your strengths and areas for improvement  Issues/concerns Possibility of a raise is discussed

26. QUESTIONS?

27. References http://www.losangelesmap.org/map_los_angeles.jpg http://www.ers.dol.govt.nz/factsheets/guide-to-probation- periods.html http://www.ers.dol.govt.nz/factsheets/guide-to-probation- periods.html http://www.pels.ca.gov/applicants/eit_lsitapp.shtml City of Los Angeles, Personnel Department