Compensation

Exercise 61

Return Emails

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Item #1

Hi Tom,

Thank you for reaching out about your 90-day evaluation. To answer your question, you are reviewed against those in your department, not just the new staff members. It is quite normal for 90-day employees to be ranked at satisfactory because they are still learning the job. After reviewing your performance review, it looks like you received three “4” rankings (Attendance, Conduct, Initiative). I expect great things as you continue your training.

We appreciate your hard work.

Missy Ortman

Human Resources

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Item #2

Good Afternoon Paul,

Thank you for your email and concerns about your performance review. I will need to reach out to our Computer Center staff to research more on your issue. I will reconnect with you by Monday, December 20^thwith more information.

Thank you,

Missy Ortman

Human Resources

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Item #3

Hi Jill,

I appreciate you reaching out to further understand the Performance Appraisal Form. Definitions for this form can be found on the Performance Review folder on the companies Shared Google Drive. This is the same place where you download the Performance Appraisal Form. In case you have a hard time finding the folder, I have included excerpts.

Conduct: How does the employee behaves daily, especially in new, difficult, or stressful situations? This may include how they manage, organize, carry out activities, or lead/interact with peers.

Attitude: How well does the staff member maintain a positive attitude? This may include approachability, openness/receptiveness to constructive feedback, ability to remain calm in stressful situations.

Since you are still new to this process, would you like to meet to review the forms and other questions you may have? I have time on Wednesday morning from 9-10:30am and Thursday from 1-4 pm. Please let me know if a short refresher meeting would put you at ease.

Thank you,

Missy Ortman

HR

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Item #4

Good Morning Sue,

Congrats on your promotion! I can understand your reservations about performing performance appraisals when you are so new to your position. I am going to reach out to the director of your department to do these performance appraisals. I would like you to participate in the process, but I agree that doing it alone would be difficult at this time.

Please give me some time to reach out to the Nutrition Director. I will email you again by Friday, December 6^th.

Missy Ortman

HR

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Item #5

Hi Karen,

I am sorry that your experience with Heather’s review was problematic. I would like to speak to you more about the details of the conversation with Heather. It looks like we both have time available tomorrow at 2pm. Would that be a good time to call?

Thank you,

Missy Ortman

HR

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Item #6

Hi Howard,

To answer your question about signing performance appraisals, employees do not have to sign the form. You have followed company policy by requesting a signature and not forcing one. Please write “refused to sign” on the employee signature line, make a copy for the employee and your records, and submit the original to HR to keep on file.

Thank you,

Missy Ortman

HR

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Item #7

Hi Margaret,

Thank you for your 23 years of service! While I can understand your concerns about completing another yearly performance review, however, it is important for many reasons. The most important is that it helps strengthen our relationship with you. It gives us a chance to hear your goals and future plans. It also gives you an opportunity to hear useful feedback about your performance and air any grievances you may have.

I am concerned that you feel you won’t be promoted or transferred before retirement. Would you be willing to share more about this? If you prefer to speak about this, rather than email, please call me at 319-333-3303.

I hope to hear from you soon,

Missy Ortman

HR

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Item #8

Hello Sarah,

Thank you for reaching out about your appraisal. I spoke to my assistant who updated me on your concerns from yesterday. I need to ask a few questions from you.

1. Did you receive a copy of your appraisal form from Ms. Turner following your review?

2. If you did receive a copy, would you please send/bring a copy to me?

While I investigate this matter, please do not approach Ms. Turner on this topic.

Thank you,

Missy Ortman

HR

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Item #9

Good Afternoon Chris,

That is a great question. There are a couple of ways you can handle this:

1. Is it possible to rate Mr. Young on his ability to work with you? You can use this if Mr. Young reports shift issues to a supervisor and/or is assigned work from a supervisor. He would be working with a small group in this case.

2. Write N/A on the line. This will not affect his ability to be promoted. The overall level of performance is a separate category.

For future reference, additional instructions/definitions for the appraisal form can be found on the Performance Review folder on the companies Shared Google Drive. This is the same place where you download the Performance Appraisal Form.

Please reach out if you have more concerns or wish to speak via a call.

Missy Ortman

HR

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Item #10

Hi Jeff,

Thank you for sharing your concerns with me. I would like to schedule a call with you to find out more details about this issue, including which co-workers are involved, what was said, etc. Is there a good time to have a private meeting with you today?

Missy Ortman

Human Resources