Briefly discuss the pros and cons of a staff member writing a performance appraisal on their own work?
546627
Cons:\n1. There is the possibility that the staff will inflat his/her own strengths and cover up his/her weaknesses.\n2. Some staff are better writers than the others.\n3. People have different values or standards, hence what meant by "Good" for one staff may be "Substandard" to another, there will not be a standard measurement.\n4. There maybe lots of disputes if the superior's view is very different from the staff's own view.\n\nPros:\n1. People know themselves the best.\n2. Staff may consider this fair for them to express themselves.\n3. This provides management the chance to know how the employees feel.\n\nThe best thing is to use a self evaluating process as part of the appraisal system, therefore you can have the employees input as well as the management's input.  Somehow, it is easier to strike a balance.
371485
Rating what exactly?  Employee productivity or client statistics?
575053
I would ask for a formal performance review... Most companies do this, so ask someone first. If it's not normally done, send an email to the boss:\n\nDear Joe,\n\nIn the past three months, I've really enjoyed working for Midtown Coverage and feel I have learned so much about this industry from working as a part of your team.\n\nI would like to continue with this company, and grow as a sales representative. I was hoping that we could schedule a meeting to discuss the areas of my performance which need improvement, identify some goals over the next several months, and perhaps even recognize my strengths. \n\nI have received this type of performance review from previous employers. I find this balance of constructive criticism and acknowledgement of good work has helped me achieve success in the past. I know this will make me an invaluable member of your team.\n\nSincerely,\n\n(Your name)\n\nGood luck!\n\nI just wanted to add that while his answer may be no, he will at least be aware that constructive criticism and positive feedback are important to convey to employees. However, you might also be dealing with an old-school type of guy who (like someone else mentioned) deals with his employees like this on purpose, to keep them sharp.
1022901
If you wrote this yourself... you deserve a STANDING ovation...\n\nclap! clap! clap! clap! clap! clap!clap! clap! clap!clap! clap! clap!clap! clap! clap!clap! clap! clap!
525328
Been there. I found that I had to document everything my boss asked me to do in an email, so that when the project went wrong, I could explain my situation. I'd write the email to my boss detailing what she wanted me to do (I'd say something like, "Just to be sure I understand you correctly...") and tactfully explain why I didn't think it was the best course of action. \n\nBasically, it was a CYA thing. But, people like that eventually get found out. If you like other aspects of your job, you might just try to hold out until she is discovered to be incompetent. But that takes time. And patience.
694930
Summarize your strengths and how you see them benefitting the company or organization.
629025
write something very subjective, personal. tell why they are interesting for you.
652641
Wow, you are asking us to do a lot of work here when it is your job.  Yet, looking at your writing, it looks like you need help.  I have two 500-word essays to write for my work, or I would write something for you.  Hopefully you can find someone nice enought to take the time to do this with you.\n\nTry an internet search for such policies.
287205
You can downlaod a free manager performance review here: http://www.restaurantowner.com/public/353.cfm
951910
Pros: controlled, documented processes; accountability; compliance; \n\nCons: Inefficient; Perceived lack of accountability; Quality issues;\n\nGood Book: Cemetary Nights by Stephen Dobyns
197426
It is best to write it yourself, as you know the person leaving and can give it that personal touch that no cut-and-paste source will provide.  It doesn't have to be more than a couple of minutes!
348933
You need to clarify your question - do you want to write to management to ask them to promote someone in your staff or are you asking for a promotion? And why does whoever it is deserve the promotion?
127783
Having been in a mangement position,this is something I've had to deal with. And, no it's not fun ! However for the welbeing, safety,enthusiasm and productivity of fellow employee's it's quite necessary.\n   First, you must decide whether or not this person is genuinely a good person, with honorable work ethics and is worth your time. Figure out if their performance is suffering for a specific reason.Something that will subside with a little time and encouragement. This way when you write 'The Dreaded Letter' you can be brutally honest, but in a concerned and understanding way. Because you are having to write the letter in the first place ,obviously they're not aware of a problem. Nor the effect it's having on the rest of the staff. Sometimes even good people need a lil' kick in the pants. People with charecter, will appreciate the honesty.They will accept and learn from your criticism.And realize your expectations.\n  If this is the case, the warning should include all points of concern and possible solutions. Your overall feelings and your gratitude for the work done well.\n   As mentioned previously ,is this person worth your time?\n If not, your letter should consist of two words only . YOUR FIRED ! Good luck, PEACHY
220903
Yes.  First, find several good references, document them, then write it yourself.\n\nNo cheating allowed!
581322
I/O psychology? Yes, I thought about it myself and still may go back for the masters in this area.  Here is the short to your issue:  She needs to be evaluated based on a larger picture, more than a few variables. As you already know, the tests that you create to appraise someone CAN be very effective in assessing someone's internal abilities and how they relate to the job they have/or searching for. How about giving her another appraisal without cutting her completely from the staff?  Maybe recommend counseling?  I believe in human potential, the greatness within that lurks beneath the everyday pschological defenses and behavioral nuances.  Was she always like this?  Does she have potential?
740315
why not write it yourself?
270683
It depends on whether you are referring to having an internal or external consultant.  I will assume you are talking about getting an external consultant.\n\nSome disadvantages are:\n\n-the consultant has no knowledge of the company culture.  However, the consultant should have good knowledge of your company or industry.  Other wise, it means you are hiring a bad consultant.  Don't hire consultants that don't have any working knowledge of your co. and industry.\n\n-the consultant does have to be brought up to speed on the issues at hand.  This is not so serious of a disadvanatage because having your company (the client) speak about the problems, which is the ultimate pain, is good for the discovery and learning process.\n\n-the consultant may arounse suspicion among employees or even lower morale.  This can be avoided if you express to your current employees first that there is a need for a consultant to come in and perform diganosis and do a potential assignment.  People do not like to be left in the dark so communication is key in order to avoid the gossip.\n\n-some may feel that hiring consultant is a waste of time and effort.  ONce again, this depends on what problems your company is currently facing.  You would, of course, not hire a consultant to come in and fix a problem that you yourself could do.  The reason you hire a consultant is because you value their knowledge and expertise.  And if you shop right, then you will most likely hire a good consultant and thus, it would not be a waste of time.  The role of a consultant is to alleviate the pain that the client is currently feeling or guide the client through a discovery process so the client can come to a solution himself.  \n\nIf you have ever had a bad experience with a consultant, chances are you did not hire the best that you could.  You probably hired "an expert" and not an actual consultant.  Experts are people who have expertise (hard skills) in an area and are self-proclaimed consultants.  Don't do this, hire a consultant that has both hard and soft skills.  You will notice the difference.