Essay on EDU701 COURSE

| Did not submit or incompletely organized all three (3) branches of government in a flowchart format.

5. Score card – It reports the data of Key Performance Indicators and track performance against the monthly targets.

Letter Grade: A = 90 - 100%; B = 80 - 89%; C = 70 - 79%; D = 60 - 69%; F = 0 – 59%.

Your new yearly average is 9.8 points per hour. The department average was 9.1 points per hour and the team average was point 8.7 points per hour. I have no doubt that this should not be a challenge to you. You have consistently scored high in productivity month or month in the past. Your on time guarantee this month was 100%. I highly encourage you to continue your focus on meeting the department goals on time and on CSAT. This will definitely improve your overall performance not only in production, CSAT, but also you

that rates four stars represents a grade of 60 or higher. The top score permitted is seventy

This score would be given by Anthony Cherwinski. For the section regarding showing up on time, the hiring team requires someone to show up almost every day on time. The section that talks about helping other students has a minimum of 3 points which correlates with a candidate assisting one peer in the class. The section on focus was rated at a minimum of a 5 because if a candidate is prone to looking at their phone or not focusing during class, they could potentially do that during the dinner, which would look bad to guests. The manager has higher standards of attentiveness and focus therefore the rating scale is much higher. The Reference Rating Sheet can be found in Appendix E.

Our rating is based on the school’s overall performance score across multiple measures that include both student proficiency, student growth, and student success indicators as outlined in Policy 2320. It also takes into consideration Policy 4110 about student attendance and Policy 4373 on Safe and Supportive Schools. I can provide a copy of any the above policies upon request.

The second change is incorporating more than one performance related variable. Utley used one single question to determine performance. Utley needs to utilize several rating approaches to ensure accurate and reliable determinations. For example, by using summary ratings, a corporation can rate performance on a scale of 1 through 5 which covers several areas of skill, task, and efficiency. Summary labels measure current performance based on past performance; which can lead to effective future expectations and forecasts. And multirater assessments allow for a fair and accurate balance. Multirater assessments incorporate an active relationship with more than one assessor. For example, assessments are gathered not only by management, but also, co-workers, customers, and the employee themselves. This type of assessment can result in a valuable and motivational tool toward long term progress.

Each position will be graded on a five point scale. The factors that will be taken into consideration include: experience, education, level of skill and responsibility. The five point method will be defined and the monetary value will be placed in the appropriate component.

I was doing an evaluation using the PAS tool at Caring Connection Children’s Center, the owner Julie Jenkins Sathe, for-profit, tuition based program. The results show the average PAS Item Score for 21 items if we not include Staff Qualifications area the average PAS Item Score is 3.33, and if we include Staff Qualification Area the average Pas Item Score even drop down to 3.16, because PAS score in this area is very low. Few items rated at a level 1, main portion of items have score2 to 6 and no one item has a level 7. Consequently, using a 7-poin rating scale results shows that this program has middle score. Based on information gathered from this assessment it shows that some items have lowest score and some have pretty good score unfortunately no one didn’t achieved the highest level of rating scale.

In this category I scored a 16 out of 18 points. The first statement is I show kindness and consideration towards others. I demonstrate this statement by taking into consideration each persons needs and concerns. My coworkers believe that I am an extremely helpful person and do the most to assist with helping them find solutions to the consumers issues that they are facing. The second statement is I keep promises and honor commitments. I demonstrate this statement at work by always keeping my word when I get assigned a task or volunteer for special project within my unit. I abide in all my duties that I am assigned too. I have created instructions to be able to process certain types of cases, also have created special task guides by the assigned due dates. I give my all to make sure I honor all commitments I have been assigned as a worker. The third statement is I do not speak negatively of others when they are not present. I demonstrate this statement at work by always keeping a positive outlook on each day and difficult situation that arises with my job. Working for a large agency that services the public is challenging. It has its ups and downs and can take a toll on a worker. It is important to always stay positive and not think negative because the attitude can reflect on the work that is assigned and customers will react negatively back. It is important to keep everyone that you make contact with in a positive space to be able to do a successful

To determine scores for qualitative responses such as interview questions, letters of recommendations and previous work experience questions, a scale would have to be created. To determine these scores, the answers would have to be looked at subjectively by the reviewer and given a number on a rating scale. Once the answers are given a numerical value, the total score can be compared to other applicants’ scores to determine who may be more valuable to the company.

Rating against a standard permits a supervisor to classify employee performance independently from that of other employees. Both supervisor and employee have a reference point for accurately looking at an employee’s long-term performance growth.

Criterion Content (Knowledge and Understanding) A-level quality Highly relevant content, demonstrate an excellent standard of understanding and critical awareness of the subject matter. Clear evidence of ability to select, critically evaluate, analyse and apply highly relevant sources, accurately cited in the text. Presents an insightful and thorough analysis of all questions. Makes appropriate and powerful connections between the case featured and the concepts studied Excellent clarity of expression, consistently accurate use of grammar and spelling with fluent professional/academic writing. Extremely well organized B-level quality Relevant content, demonstrates commendable standard of understanding and critical awareness of the subject matter. Very good evidence of selection and application of relevant sources, accurately cited in the text. C-level quality Satisfactory content, demonstrates a reasonable standard of understanding and critical awareness of the subject matter Evidence of some research and analysis, but gaps evident; inconsistencies in citation practice. F-level quality Content fails to demonstrate adequate level of understanding and critical awareness of the subject matter. Little or no evidence of reading or application of research sources;

Firstly, the old system was prone to central tendency error. It had 13 rating levels and lacked a described evaluation criteria. As one can understand, if the rating scale is large and the different levels are not sufficiently explained, the evaluators will be more likely to evaluate less accurately. In the case, one can read that managers gave almost to everyone a B or a C,