Podcast
Questions and Answers
What is one of the primary objectives of performance management?
What is one of the primary objectives of performance management?
Which process allows managers to provide feedback and recognize achievements?
Which process allows managers to provide feedback and recognize achievements?
How does performance management facilitate employee development?
How does performance management facilitate employee development?
What role does feedback play in performance management?
What role does feedback play in performance management?
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What method can be used for performance evaluation?
What method can be used for performance evaluation?
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Which aspect of performance management is focused on recognizing and rewarding achievements?
Which aspect of performance management is focused on recognizing and rewarding achievements?
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What is essential for a legally compliant business environment in performance management?
What is essential for a legally compliant business environment in performance management?
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Which of the following best describes the role of coaching in performance management?
Which of the following best describes the role of coaching in performance management?
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What does employee engagement in performance management help achieve?
What does employee engagement in performance management help achieve?
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Which of the following is NOT a component of performance management?
Which of the following is NOT a component of performance management?
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What is the primary purpose of performance management in an organization?
What is the primary purpose of performance management in an organization?
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How does performance management support succession planning?
How does performance management support succession planning?
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What is included in Qsource’s annual performance evaluation?
What is included in Qsource’s annual performance evaluation?
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What is the first step taken when addressing minor performance issues at Qsource?
What is the first step taken when addressing minor performance issues at Qsource?
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Which method is expected to be included in every disciplinary action?
Which method is expected to be included in every disciplinary action?
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What does the 90-day performance assessment mainly focus on?
What does the 90-day performance assessment mainly focus on?
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What can be a consequence of repeated performance issues at Qsource?
What can be a consequence of repeated performance issues at Qsource?
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What is the purpose of documented counseling in performance management?
What is the purpose of documented counseling in performance management?
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Under what circumstances can an employee be suspended without pay?
Under what circumstances can an employee be suspended without pay?
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What is the role of performance management data in an organization?
What is the role of performance management data in an organization?
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What is the first step an employee should take when filing a written complaint?
What is the first step an employee should take when filing a written complaint?
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What occurs after the initial discussion of a complaint with the management representative?
What occurs after the initial discussion of a complaint with the management representative?
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What should an employee do if they are dissatisfied with the management's written decision?
What should an employee do if they are dissatisfied with the management's written decision?
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What role do mediators play in the complaint resolution process?
What role do mediators play in the complaint resolution process?
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What happens if an employee's complaint is still unresolved after working with a mediator?
What happens if an employee's complaint is still unresolved after working with a mediator?
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What is the American Arbitration Association® known for?
What is the American Arbitration Association® known for?
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In the complaint documentation, what should the employee include about the nature of the complaint?
In the complaint documentation, what should the employee include about the nature of the complaint?
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What additional document should be included with the written complaint?
What additional document should be included with the written complaint?
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What is the intended outcome of the complaint resolution process?
What is the intended outcome of the complaint resolution process?
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What should be done with the final decision after the complaint review?
What should be done with the final decision after the complaint review?
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What is the primary aim of consistent performance management within an organization?
What is the primary aim of consistent performance management within an organization?
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What may happen if disciplinary actions are not applied consistently?
What may happen if disciplinary actions are not applied consistently?
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What is considered a terminable infraction relating to attendance?
What is considered a terminable infraction relating to attendance?
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What is expected from non-supervisory employees when they choose to resign voluntarily?
What is expected from non-supervisory employees when they choose to resign voluntarily?
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How does Qsource handle payment for non-exempt employees upon termination?
How does Qsource handle payment for non-exempt employees upon termination?
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What can lead to an involuntary termination of an employee at Qsource?
What can lead to an involuntary termination of an employee at Qsource?
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Which of the following is NOT a reason for potential termination according to the guidelines?
Which of the following is NOT a reason for potential termination according to the guidelines?
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What is the procedure if an employee disagrees with a disciplinary action?
What is the procedure if an employee disagrees with a disciplinary action?
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What must employees do upon separation from Qsource?
What must employees do upon separation from Qsource?
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Which of the following statements regarding rehire status is true?
Which of the following statements regarding rehire status is true?
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Study Notes
Performance Management
- Aims to align individual and organizational goals, evaluate and improve employee performance, foster development, recognize achievements, and enhance organizational effectiveness.
- Emphasizes clear, constructive, and respectful issue resolution.
- Improves and optimizes individual and organizational performance through goal setting, progress monitoring, feedback, evaluation, and issue addressing.
Performance Evaluation Process
- Includes a 90-day performance assessment, a six-month check-in, and an annual evaluation (August 1st to July 31st or from date of hire).
- All evaluations require documentation to HR, and the annual performance is completed in the HRIS system.
- Newly hired, transferred, or promoted employees participate in the 90-day assessment to discuss progress, resources, barriers, and goals.
Performance Improvement
- Addresses issues with non-disciplinary solutions first (coaching, counseling, retraining, performance improvement plans).
- Performance improvement plans (PIPs) are expected in cases of disciplinary action.
Corrective and Disciplinary Actions
- Starts with verbal coaching and documented counseling, progressing to written warnings (levels 1 and 2) and final written warnings (level 4).
- More serious offenses, including repeated problems, failure to meet PIP requirements, or certain misconduct, may lead to suspension, reassignment, or termination.
- Termination includes specific infractions like repeated misconduct, failure to meet PIP requirements, or time sheet fraud.
- HR review and approval are necessary for written warnings, suspension, and termination.
Employment Separations
- Voluntary Resignation: Non-supervisory employees must provide two weeks' notice, while managers need thirty days.
- Absence for three consecutive scheduled days without notice constitutes voluntary resignation.
- Employees may be granted exit interviews.
- Involuntary Termination: Employees receive payment for time worked. Pay is based on status (exempt/non-exempt) and terminal week.
Dispute Resolution
- Provides a process for employees to dispute disciplinary actions or issues involving policy application.
- Employees dissatisfied with management responses can escalate the dispute to a higher level and HR for arbitration, and to a mediator, or arbitration.
- Documentation is needed for complaints at each level.
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Description
This quiz covers essential aspects of performance management, including aligning individual goals with organizational objectives, the performance evaluation process, and techniques for performance improvement. It emphasizes the importance of communication, documentation, and respectful issue resolution in enhancing overall effectiveness.
