Performance and Career Management

Developing staff is more important than hiring. Thus, organizations participate in performance reviews as a key aspect of performance management. Reviews can be used to help employees with career management. Nikols (2007, p.12-13) identified reviews goals to include providing feedback, setting goals, managing careers, assessing performance objectively, and providing legal protection for the organization. These reviews provide feedback to employees using established standards per position. Matching to these standards allows employees to see how they are doing overall and develop realistic expectations and achievable goals in their current position. They also help identify steps to move up in the field. Per Cascio (2006), this helps employees review their progress and plan their professional future. The yearly review is a major part of the growth of the individual and the organization.

Review Process

Feedback and Performance Enhancement

The review process for InterClean begins prior to the review meeting. The manager will prepare the materials needed, including records regarding achievements as well as any incident reports. Concurrently, the employee is given their previous review so they can prepare their own material. The employee will be asked to complete the sections on results, competencies, growth, and new goals on a blank copy of the review form (See Appendix A). The employee brings this to the review to help the conversation. During the review, the employee will be encouraged to begin by focusing on their general mood in the workplace. After this, the employee and manager will fill out the review together, discussing each section. Review criteria will be explained by the manager. All feedback the manager provides would come with specific examples and be focused on behaviors, both positive and negative. The review will end with identifying salary changes, if any, due to performance. Any disagreements would be documented on the form and...