Description

Assignment:  Performance Review Protocol  (Performance Review Scenarios BELOW)

                        Due on or before Saturday August 29, 2020

                        No particular work count

Part I: Imagine that you are a supervisor and need to conduct a performance review of your employees. Create a Performance Review Protocol with 7-10 prompts that address issues such as goals, strengths, weaknesses, quality of work, and teamwork. 

Part II: Access the Performance Review Scenarios document. Read the scenarios. For each employee that is being reviewed in the scenarios, do the following:

1.     Recommend appropriate motivational strategies to enhance employee performance; defend your rationale.

2.     Recommend specific incentives that should positively affect employee performance and discuss those you would not recommend. Defend your rational.

Be sure to cite at least three relevant scholarly sources in support of your content. Use only sources found at the GCU Library or those provided in Topic Materials.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.

You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance. 

COM-500 Topic 7 Performance Review Scenarios

Barbara Mixon is the Human Resources Director for ImageOne, an advertising and media company. Barbara has worked at ImageOne for 10 years and is preparing for employee evaluations for her three direct reports. ImageOne typically gives a merit increase with each satisfactory performance review, a rating that is up to the supervisor. The three employees Barbara will be evaluating are as follows:

Brian LeRoux – Human Resources Manager. Brian has worked at ImageOne for 5 years. Brian handles employee relations issues as well as compliance with state and federal laws. Brian has a history of strong work performance, but has been struggling this year. In fact, Barbara has had to write Brian up for several performance issues. As a result, Barbara does not feel that Brian has earned a merit increase. Barbara knows that this will be tough news to communicate, but also know that Brian really enjoys working at Imageone.

Natalya Robertson – Natalya is the Benefits Manager for ImageOne, a position she has worked for 2 years. Natalya is a very good employee and consistently saves the company money on benefits. Although Natalya is a very good at her job, she has inconsistent attendance. While she has performed at the level that would justify a merit increase, Barbara has mixed feelings about giving Natalya a full merit increase given the attendance issues. Barabara also regrets that she has not documented these concerns with Natalya. Barbara also knows that Natalaya was recruited and offered a job a few months ago, but turned it down to stay at ImageOne.

Shavonne Watson – Shavonne is the Administrative Assistant in the Human Resources Department at ImageOne, where she has worked for 1 year. Shavonne goes to school part-time in the evenings and likes to travel. Shavonne’s work has been average, but she has a very enthusiastic personality and the employees really like here. Barbara thinks that with more mentoring and training, Shavonne can obtain a promotion in the Human Resources field as Shavonne has a lot of energy and is a natural “people-person.”