Career Deveopment Plan- Employee Appraisal
Career Development Plan Part III-
Career Management Plan
Employee Appraisal and Performance Evaluation: The performance appraisals at Inter Clean are an essential process for the effective management and evaluation of the organization staff. They are conducted to help each Manager develop their individual’s associates, improve their performance, and also for next fiscal years business planning purposes.
Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning.
Performance appraisals at Inter Clean are also important for staff motivation, for attitude and behavior development, communication and for positive relationships between management and staff.
Appraisals at Inter Clean do not discriminate against anyone on the grounds of age, gender, sexual orientation, race, religion or disability.
Appraisal Evaluations:
A formal performance appraisal is conducted at Inter Clean, annually for all staff in the organization. Each associate is appraised by their direct manager. Directors and Vice Presidents are appraised by the CEO David Spenser.
The sales staff appraisals evaluations will be conducted as follows:
Jim Martin, VP of Sales- Appraised by CEO David Spenser
Tom González, Sales Manager- Appraised by VP of Sales Jim Martin
Donna Wilson , Sales Rep – Appraised by Sales Manager Tom Gonzalez
Eric Borden, Sales Rep – Appraised by Sales Manager Tom Gonzalez
Dennis White, Sales Rep – Appraised by Sales Manager Tom Gonzalez
Ving Hsu, Sales Rep– Appraised by Sales Manager Tom Gonzalez
Performance Appraisals and Performance Evaluations Methods:
Formal annual performance appraisals
One-on-One review meetings through out the year
Quarterly Business Plan Reviews
Coaching and mentoring meetings
Career Management Plan
Employee Appraisal and Performance Evaluation: The performance appraisals at Inter Clean are an essential process for the effective management and evaluation of the organization staff. They are conducted to help each Manager develop their individual’s associates, improve their performance, and also for next fiscal years business planning purposes.
Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning.
Performance appraisals at Inter Clean are also important for staff motivation, for attitude and behavior development, communication and for positive relationships between management and staff.
Appraisals at Inter Clean do not discriminate against anyone on the grounds of age, gender, sexual orientation, race, religion or disability.
Appraisal Evaluations:
A formal performance appraisal is conducted at Inter Clean, annually for all staff in the organization. Each associate is appraised by their direct manager. Directors and Vice Presidents are appraised by the CEO David Spenser.
The sales staff appraisals evaluations will be conducted as follows:
Jim Martin, VP of Sales- Appraised by CEO David Spenser
Tom González, Sales Manager- Appraised by VP of Sales Jim Martin
Donna Wilson , Sales Rep – Appraised by Sales Manager Tom Gonzalez
Eric Borden, Sales Rep – Appraised by Sales Manager Tom Gonzalez
Dennis White, Sales Rep – Appraised by Sales Manager Tom Gonzalez
Ving Hsu, Sales Rep– Appraised by Sales Manager Tom Gonzalez
Performance Appraisals and Performance Evaluations Methods:
Formal annual performance appraisals
One-on-One review meetings through out the year
Quarterly Business Plan Reviews
Coaching and mentoring meetings
References: Cascio, W. (2003). Managing Human Resources: Productivity, Quality of Work Life Profits, 6e Chapter 9: Performance Management. [University of Phoenix Custom Edition e-Text]. , : The Mc-Graw Hill Companies. Retrieved June 20, 2009, from University of Phoenix, HRM-531. Cascio, W. (2003). Managing Human Resources: Productivity, Quality of Work Life Profits, 6e Chapter 10: Managing Careers. [University of Phoenix Custom Edition e-Text]. , : The Mc-Graw Hill Companies. Retrieved June 20, 2009, from University of Phoenix, HRM-531. McNamara, C. (2008). Basics of Conducting Employee Performance Appraisals. Retrieved June 30, 2009, from http://www.managementhelp.org/emp_perf/perf_rvw/basics.html University of Phoenix. (2009). Inter Clean Scenario. Retrieved June 15, 2009, from University of Phoenix, Week One, HRM-531.