Post a substantive response to the question (minimum 250 words).Choose an organization you are familiar with and provide a performance evaluation. Discuss the competencies and why you feel the form.Reply in a scholarly and substantive manner to the following two classmates(Sandra)I am attaching an Employee Self – Evaluation from one of my previous employers Child Care Resource & Referral. This organization provides financial assistance along with government grants to Child Care Facilities. I worked as a Fiscal Specialist managing the budgets for programs. This evaluation is given to the employees prior to receiving their formal evaluation. It is returned to the HR Director and reviewed with your Supervisor then presented back to you at the time of your actual review.The competencies are major accomplishments, principle strengths, improvement opportunities, job performance, and goals for the job as well as personal goals. There were a few things that I appreciated about this type of evaluation. It gives you the opportunity to review work that’s been done during a specific time period and allows you to evaluate it before hearing what your superiors may have to say. Therefore, by the meeting you should be aware of the things you have been successful in completing as well as the areas you need improvement in.When I had the actual review with my supervisor, I noticed she used the same form for her comments. I thought it was effective in that she got and opportunity prior to the meeting to see how I felt about my performance in addition to her personal comments. In the end I think we both learned a lot and it was effective.(Daniel)To be able to reference something that I experience most recently; attached is an abridged self-evaluation form from US Youth Soccer for coaches to rate themselves on the key qualities of a coach. Mentors are then required to give feedback to their coaches on the self-evaluation of the key qualities. As mentioned in our reading; “…the self-evaluation should take place in advance of the supervisor-employee review session…” (Muller, 2013, p. 39).In my personal experience this was a multiple step process where the evaluation was completed multiple times over a four-five-month period. By doing the evaluation multiple times the coach is enabled to show areas of improvement, however, some of these areas are highly subjective. There is also the time factor as: “The reviewer must allocate and take the time to deal the self-evaluation more than once” (Muller, 2013, p. 40). However, overall, the form did require a fair bit of self-reflection which I found most valuable.Two areas of note I would make in recommendation to US Youth Soccer would be:1.) Rating criteria 1-5 needs to be clearly defined. By giving titles to 1 and 5 leaves much in the way of interpretation to what 2-4 should be since there were no titles. Once the titles are set, then a brief description or example of each heading would also be helpful.2.) Add more questions related to core competencies. “The more competencies we examine and compare the employee’s performance against, the better chance we have of truly entering into a collaborative dialogue…rather than purely subjective criteria used” (Muller, 2013, p. 35).Muller, M. (2013). The Managers Guide to Hr: Hiring, Firing, Performance Evaluations, Documentation, Benefits, and Everything Else You Need to Know. New York: AMACOM.
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