Evaluation Report On The Army Board For Corrections Of Military Records

The purpose of this counseling is to document your violation of UCMJ Article 91, insubordinate conduct toward a Commissioned Officer, CPT (P) Woodard, Rosilyn. O/a 221700OCT2015, LT Namkung, while I were addressing you that you proceeded to walk away and rolled your eyes. I deemed your actions were blatant acts of insubordination and unbecoming of an officer. I will not tolerate this type of behavior and expect better from an officer of your caliber.

There are always key elements to assessments and reviews, including the family and friends. Everyone has a responsibility to support individuals and bearing in mind ‘need to know’ information. The aim being able to achieve the highest goal to maintain effective open channels for everyone.

During an initial assessment an individual’s ability and communication methods are established. This is done when an individual arrives into care. Everyone involved in the care of this service user is made aware of their needs and preferences regarding communication and any changes are recognised during reviews and shared with the team to ensure the individual’s needs are met.

The evaluator first chooses a client and gathers background information (Ray et al., 2010). The evaluator then determines what tools he/she will use to measure the baseline and intervention phases, as well as how many phases the evaluation will have (Ray et al., 2010). Ethical considerations, such as gaining parental permission for minors, are addressed before starting the evaluation (Ray et al., 2010). During the evaluation phases, the evaluator describes in detail what is happening with the client (Ray et al., 2010). Finally, the evaluator analyzes the collected information and makes a final conclusion (Ray et al., 2010; Danner et al., 2009). Morgan and Morgan (2001) suggest putting the information into a graph to judge the effectiveness of the

Managers and supervisors need to have resources available for review when conducting a performance appraisal, along with training on the specific rating system. Concept: Elements of Effective Performance Feedback Interviews Mastery 100% Questions 10 11 12 10. Prior to the performance-feedback interview, the supervisor should A. communicate frequently with subordinates about their performance

Some technical and political aspects of the program planning and evaluation I might encounter in the program scenario I chose, may be trying to reach out to those individuals that are or have been involved with the criminal justice system. Funding may not allow for these services to be provided to these individuals. Another aspect may be that the community is not aware of this program and the services that it provides. Grants could be another issue. If the program cannot show its effectiveness then grants may not be given and this could results in loss of services provided. A political aspect could be that one “favoritism” over evaluations. Some may use their political influence to “guide” the evaluation to present or not present the “selected” truth. (Yuen, 2003) There are many pressures from the individual who performs the evaluation to make it look; “good” This is a big political concern for programs.

The purpose of this paper is to acquaint the readers with an ethical issue with NCOERs that I came across while serving as a First Sergeant. I was appalled to learn that leaders and raters are writing inaccurate and irrelevant NCOERs and making them less effective, because NCOs are not applying themselves. NCOs expect to be evaluated fairly, objectively, and want to be receiving an NCOER that will allow them to excel for further promotion and assignments. An NCO wants to have the faith that their rater is competent enough to give them a proper rating, good or bad, on their

You must make the learners aware of the Appeals Procedure so that they are also aware that they can appeal against the assessor’s decisions.

For this assignment I will referencing the Arizona Department of Corrections rating system, and touching on the current evaluation process and discussing options to improve on the process. I work in the department of corrections and the evaluation system currently implemented is the managing, accountability, and performance (MAP). This system is far from perfect, and very susceptible to subjective evaluations. Most employees do not agree with the evaluations they receive and for the most part this is due to the supervisors not putting in the required effort to properly evaluate each employee. It is not uncommon for a supervisor to rate all of their subordinates exactly the same, regardless if one employee excels and the other shows little to no interest. Supervisors often justify their vanilla evaluations by stating that the evaluations do not have any effect on your employment, since pay raises are not based from the appraisal. As you can imagine this method does little to raise the moral of the motivated hard working staff, and in my opinion needs to be revamped. I would prefer an evaluation based more on objective performance and behavioral observations.

Since I failed to complete the 2000 word essay on Disrespect to a Non-Commissioned Officer that I was ordered to do I was reordered to write this 3000 word essay on Failure to follow orders and the possible consequences

The importance of accountability, the definition of accountability is an obligation or willingness to accept responsibility or to account for one’s action. Accountability plays a critical role in many facets of life. Acknowledging and taking responsibility for actions and decisions directly affects the health and success of individuals, households, communities, businesses, and governments. Such a concept is especially important in a large, complex organization like the United States Army. America’s premier land-based combat force for over 240 years, the U.S. Army has taken part and succeeded in numerous crises, conflicts, and wars across the globe. These many triumphs resulted from millions of men and women responsibly carrying out their duties and meeting expectations. As an institution in which operations, projects, and, above all, lives depend on people staying committed and answering for their actions, the U.S. Army illustrates the incredible significance of accountability.

In my essay I will discuss how Failure to Report affects the United States Army and it’s mission. I will use my experiences and knowledge as well as regulations and doctrine provided by the United States Army. I will first cover the regulations and doctrine provided by the United States Army. I will use the United State Publishing Directorate website to access all appropriate regulations. The site can be accessed at http://www.apd.army.mil/.

In a conclusion, strengths of the negotiated performance appraisal are its ability to promote candid two-way communication between the supervisor and the person being appraised and to help the latter take more responsibility for improving performance. In contrast, in this case, the supervisor acts more as a judge of employee performance than as a coach. By so doing, unfortunately, the focus is on blame rather than on helping the employee assume responsibility for improvement.

There are various factors that may influence Jane to negatively or positively distort the peer review assessment that she provides for Barb and John (also known as Rater errors and bias). For instance, Jane may not be willing to confront her colleagues about certain areas she adjudges need improvement, in fear of putting their relationship in peril. She may agonize over giving her friends an accurate rating considering they have a long and personal relationship. On the other hand, Jane might unintentionally provide a distorted assessment for her employees, bearing in mind that she is responsible for the evaluation of eleven employees under her supervision. The difficulty comes in when Jane has to observe, record and report on the performance

On the other hand, poor performance, or mediocre performance may lead to negative appraisals and consequences, including job termination or withholding of bonuses, awards, and promotions. Performance appraisals are a systemic means of ensuring quality of work performance, and thus achieving the strategic objectives and advancing the goals of the organization. These performance appraisals, in order to be effective, must be applied in a uniform, objective, fair and consistent manner over time. In addition, the expectations of the performance appraisal must be clearly understood and agreed upon by the supervisor and the employee. Objectivity and fairness in the appraisal system build trust in the organization as well as high morale among employees.