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Subject:Re: A question about evaluations From:Brian Gordon <elasticsoul2003 -at- yahoo -dot- ca> To:techwr-l -at- lists -dot- techwr-l -dot- com Date:Thu, 24 Aug 2006 15:21:43 -0700 (PDT)
I second what Gene said.
In addition, as a contractor, I didn't have an evaluation for years. I suppose it was considered unnecessary, as if I was good enough, they'd keep me on, and if not....
The best evaluation process I saw or used (ok, I set it up) was a 360-degree feedback system. Techs received anonymous reviews from peers, internal 'customers,' and a manager. While initially very reluctant to part from the old method of "Daddy tells me how I did this year," which causes more strife and turnover...the system worked out very well. People are far more open to and accepting of peer feedback, even when negative.
I haven;t worked in a company in 25 years that didn't have
some kind of formal evaluation process, I think it's become
routine in the modern work environment, if only to provide
documentation in the event someone sues because they
felt they were dismissed or passed over for promotion
improperly.
Done correctly, evaluations give employees and employers
some direction in the way jobs are being performed and
managed. Done incorrectly, they're just BS designed to
support whatever conclusion the company or manager have
come to based on motives other than real performance.
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