EVALUATING PERFORMANCE TO CREATE OWNERSHIP

摘要

There is always apprehension around performance evaluation time—that special rite of passage where a supervisor and an employee have the opportunity to discuss successes and challenges. Or, from a more cynical perspective, the supervisor sits in judgment of subordinate employees and tells them something they already know or something they surely don't want to hear. As seen by the employee, these sessions can mean the difference between a bright and fulfilling career and suddenly standing in the unemployment line. At the very least, they are unsettling events for everyone involved. Conventional wisdom holds that if your performance was satisfactory during the past year you will get whatever amount of raise or merit increase is approved in the budget. Likewise, if your performance was unsatisfactory, you would not be eligible for the increase—something that doesn't happen very often, I might add. In fact, less than 1 percent of our city's workforce is rated ineligible for an increase based on performance.