Podcast
Questions and Answers
What was the main issue with the traditional performance appraisal system at Sweetwater State University?
What was the main issue with the traditional performance appraisal system at Sweetwater State University?
What was the initial response to the forced ranking system introduced by Rob Winchester?
What was the initial response to the forced ranking system introduced by Rob Winchester?
What did the performance appraisal experts at the School of Business recommend to Rob Winchester?
What did the performance appraisal experts at the School of Business recommend to Rob Winchester?
What was the problem with the forced ranking system according to the performance appraisal experts?
What was the problem with the forced ranking system according to the performance appraisal experts?
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What was the goal of the revised performance appraisal system?
What was the goal of the revised performance appraisal system?
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What was the recommendation of the performance appraisal experts regarding the frequency of appraisals?
What was the recommendation of the performance appraisal experts regarding the frequency of appraisals?
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What was the reason for the need to revise the performance appraisal system at Sweetwater State University?
What was the reason for the need to revise the performance appraisal system at Sweetwater State University?
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What was the problem with the traditional performance appraisal system at SSU?
What was the problem with the traditional performance appraisal system at SSU?
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What was the forced ranking system introduced by Rob Winchester?
What was the forced ranking system introduced by Rob Winchester?
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Why did the forced ranking system meet with resistance from administrators and secretaries?
Why did the forced ranking system meet with resistance from administrators and secretaries?
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What did the performance appraisal experts recommend to Rob Winchester?
What did the performance appraisal experts recommend to Rob Winchester?
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Why did the consultants recommend canceling the forced ranking system?
Why did the consultants recommend canceling the forced ranking system?
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What was the goal of the revised performance appraisal system?
What was the goal of the revised performance appraisal system?
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What did the revised performance appraisal system recommend for each secretary?
What did the revised performance appraisal system recommend for each secretary?
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Study Notes
Revamping the Performance Appraisal System at Sweetwater State University
- Newly appointed Vice President for Administrative Affairs, Rob Winchester, was tasked with improving the appraisal system used to evaluate secretarial and clerical staff at Sweetwater State University (SSU).
- The traditional performance appraisal system was tied directly to salary increases at the end of the year, incentivizing administrators to rate their clerical staff as “excellent” to ensure maximum pay raises.
- The current university budget did not include enough money to fund maximum annual raises for every staffer, and SSU’s president felt that the custom of providing invalid performance feedback was not productive, leading to the need for a revised system.
- In October, Rob sent a memo to all administrators announcing a “forced ranking” system where no more than half of the secretaries reporting to any particular administrator could be appraised as “excellent,” forcing each supervisor to rank their secretaries based on quality of performance.
- The new system met with widespread resistance from administrators and secretaries, leading to picketing and rumors of a future slowdown by the secretaries.
- Rob consulted with performance appraisal experts at the School of Business to discuss the matter and received recommendations to revise the system.
- The experts recommended a new form to rate secretaries, like the one in Figure 9-2, as the previous form was insufficient and unclear.
- The consultants also recommended canceling the forced ranking system, as it was unfair and could result in all secretaries under an administrator being rated as either excellent or below standard.
- Instead, they recommended that every administrator fill out a form for each secretary at least once a year and use this as the basis for a counseling session, without tying it to salary increases.
- The goal was to get all administrators to take the appraisal process more seriously and provide honest ratings.
- The previous system had resulted in high staff turnover, and the new system aimed to reduce this by providing valid feedback and improving job satisfaction.
- The revised system would require a shift in mindset from administrators and secretaries, but it was hoped that it would lead to a more productive and fair appraisal process.
Revamping the Performance Appraisal System at Sweetwater State University
- Newly appointed Vice President for Administrative Affairs, Rob Winchester, was tasked with improving the appraisal system used to evaluate secretarial and clerical staff at Sweetwater State University (SSU).
- The traditional performance appraisal system was tied directly to salary increases at the end of the year, incentivizing administrators to rate their clerical staff as “excellent” to ensure maximum pay raises.
- The current university budget did not include enough money to fund maximum annual raises for every staffer, and SSU’s president felt that the custom of providing invalid performance feedback was not productive, leading to the need for a revised system.
- In October, Rob sent a memo to all administrators announcing a “forced ranking” system where no more than half of the secretaries reporting to any particular administrator could be appraised as “excellent,” forcing each supervisor to rank their secretaries based on quality of performance.
- The new system met with widespread resistance from administrators and secretaries, leading to picketing and rumors of a future slowdown by the secretaries.
- Rob consulted with performance appraisal experts at the School of Business to discuss the matter and received recommendations to revise the system.
- The experts recommended a new form to rate secretaries, like the one in Figure 9-2, as the previous form was insufficient and unclear.
- The consultants also recommended canceling the forced ranking system, as it was unfair and could result in all secretaries under an administrator being rated as either excellent or below standard.
- Instead, they recommended that every administrator fill out a form for each secretary at least once a year and use this as the basis for a counseling session, without tying it to salary increases.
- The goal was to get all administrators to take the appraisal process more seriously and provide honest ratings.
- The previous system had resulted in high staff turnover, and the new system aimed to reduce this by providing valid feedback and improving job satisfaction.
- The revised system would require a shift in mindset from administrators and secretaries, but it was hoped that it would lead to a more productive and fair appraisal process.
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Description
Are you familiar with the pitfalls of traditional performance appraisal systems? Do you know the best practices for providing valid feedback to employees? Test your knowledge on the revamping of the performance appraisal system at Sweetwater State University with this quiz. Learn about the challenges faced by the university and the recommendations made by performance appraisal experts. Find out how the revised system aims to improve job satisfaction and reduce staff turnover. Take the quiz now and become an expert on modern performance appraisal techniques.
