Now that the manager above understands the importance of documenting performance and she knows how to document performance, she would like guidance on how to run a performance review meeting.
Please give the general sequence of steps that take place at a performance review meeting along with a brief description of what happens at each step.
What will be an ideal response?
Question 2What are the typical formal steps included in FOR training?
What will be an ideal response?
Question 3An employment relationship where the employer or employee can terminate the relationship at anytime is called _____________________.
A. negligence
B. employment at will
C. adverse impact
D. defamation
Question 4What is the direct supervisor's role in the creation of a developmental plan?
What will be an ideal response?
Question 5Who can be included as possible sources of performance information?
A. Supervisor
B. Peers
C. Subordinates
D. All of these
Question 6Illegal discrimination is also referred to as:
A. Disparate treatment
B. Adverse impact
C. Racism
D. Favoritism
Question 7The manager above accepts that she needs to document her employees' performance, but now she would like guidance on how to do so. Please provide her with some tips on documenting performance.
What will be an ideal response?
Question 8The meeting during which the employee's performance is discussed, including both the perspective of the supervisor and the employee, is called a ____________.
A. developmental plan
B. self-appraisal
C. classical performance review
D. system inauguration
Question 9Which of the following are included in the six possible formal meetings between a subordinate and a supervisor in a performance management system?
A. Self-appraisal and debate session
B. Debate session and performance review
C. Customer satisfaction review and merit/salary review
D. Merit/salary review and classical performance review