Hsc300 Unit 3 Assignment

It is difficult to know where to begin because this class has helped me not only in the OST-181 class but also at my place of employment. A previous assignment in the OST-181 class asked that we create a letterhead and compose a letter to potential donors for a fundraiser. I had never designed a letterhead before, and I am probably not the most creative person. However, I was able to use not only what I have learned in the chapters regarding Headers and Footers but also Word Art to help me create a letterhead for the assignment. The current section has been the most difficult, but I have learned a considerable amount of material that I will be able to use in the future.

In the introduction to this letter I attempted to use a buffer that explains that I am glad the Mr. Wright noticed my hard work (Pearson, 2015b). Although this was a shot sentence, I had hoped to convey a tone within the letter that was genuinely pleased with the recognition I received (Christensen, G. J., 2005).

​When a misquote is provided to a member, spicifically a Blue Choice member being advised that a PPO provider is a Blue Choice Provider instead of adjusting the claim to pay 100% of billed charges why can't the claim be adjusted to pay at the PPO contacted rate if the Provider has a PPO contract? This could save thousands of dollars.

Is there a greater than expected outcome? The business will need to find out why these greater outcomes have happened and really encourage and reward the staff for all their great efforts. It may also be that the original expectations weren’t set high enough so the business will need to review why the goals and targets

Elisha, this month you scored 7.5 points per hour. Your new yearly average in productivity is 7.30 points per hour. The department goal in production is 9.5 points per hour. Based on the department goal, you are extremely below expectations in this area. You have not been able to meet your productivity numbers for over a year. This level of performance needs to stop and you need to increase your production immediately. The team average is currently at 9.3% and the department average is 9.5 points per hour.

Porter, your rework this month average 8.8%. Your new yearly average is 11%. As stated in previous conversations and documentations. The rework goal for this year is 7.5%. Although you made improvements this month, your overall rework continues to be well below The department goal. In addition, your whole house compliance was 93.6% and your whole house in range was 86.4% this month. your two new averages are 92.2% and 86.2% respectively. Porter, as stated in a previous documented performance Improvement plan. You are required to communicate with me or any member of management immediately when you are unable to meet all the required metrics for your position. In order for us to assist you meet your metrics, you need to put in the effort by communicating directly and immediately while you 're at the customer 's house to address any issues that is preventing you from meeting your metrics.

4. Review feedback report – comparison between expected performance standards and actual performance point at which performance may be adjusted

Based on your 2015 Annual Performance Report, there are 4 categories in which your performance is ranked “Improvement Needed.” Additionally, your overall rating is listed as “Improvement Needed.” On Tuesday September 1, 2015 during a meeting reviewing your performance report, you mentioned that you would like to know what you could do to improve your performance report ratings. In an effort to challenge you and correct the glaring issues noted in your performance report, I have developed a list of tasks that I would like you to perform based upon time limits. Seeing that you perform the tasks below accurately will allow us to access your performance with respect to the performance of your colleagues. I expect all IT staff to know

Porter, this month you score 7.4 points per hour. Your new 12 month average is 6.9 points per hour. The team average was 8.4 points per hour and the department average 9.2 points per hour. Porter, this is also an area that you have not been able to meet in the last 12 months. This level of performance cannot continue. You are now also require to write me a letter in detail on what you going to do to improve your performance in productivity. The department goal is 9.5 points per hour and you have not been able to meet this goal for the last 12 months. This level of performance can not continue and it needs to stop

The Change-Readiness Assessment was right on point on most of the scores. After adding my scores, I started asking questions. In fact, I thought I was going to score high in all but for optimism, but I was wrong. The resourceful, confidence, and passion/drive score reminded me of my first job as a sales associate. It was mandatory for all to make monthly sales goals and it was tough associate in my location since our location was a dead shopping center. Even though I was not doing badly, I was bored stiff. Something terrible happened in one of our busy high volume stores and due to that, our District Manager fired everybody in that store. He reached out to all the other store locations close by for Spanish speaking volunteers to work in that

However, a number of flaws in the current performance system that may have to be rectified include; the recent decrease in the amount of bonuses of senior managers relative to hourly employees as it is demotivating, the fact that at least 20 percent of the workforce are not satisfied with the current system says a lot, and revelations that individual performance deficiency and decline of knowledge and skills over time shows that the company does not give room for creativity (Beer & Swier, 2015). Finally, the lower score that planning, budgeting and focusing was given shows that the particular managers under this obligations are incapable of delivering.

Sharplin found that the Lincoln Electric Company completed performance evaluations twice a year using merit rating scores that would normally range between 80 – 100. Scores were based on ratings in the categories, Quality, Dependability, Ideas & Cooperation, and Output. This gives employees and managers two formal times a year that they can communicate issues and

Some jobs may need to be restructured to generate better productivity. All employees who perform in an acceptable capacity should be rewarded fro their compliance.

Joshua, your CSAT was 100% for the month of February. Your new 12 month average is 96.9%. the team average was 99% and that the department average was 97.9%. Remember, the new department goal in CSAT is 97.5% for the year. Joshua, your on time guarantee was 98% this month. You new yearly average is 96.2%. The team average was 99.1% in the department average was 98.2%. One thing I would like to emphasize to everyone in my team is that going forward, I would like everyone to focus their efforts at scoring 100% on CSAT every month. Currently, you have score 100% for the last 5 months. Coincidentally, you as well as other techs that I 've done well on this area, have also done well on rework. I would like you to continue to focus your efforts on maintaining a good CSAT score. This will help you maintain good rework number.

For the performance standards to be both impartial and beneficial, the performance standards must be objective, realistic, measurable, and clearly stated on the performance expectations. The performance standards must also be discussed with the employee before the appraisal time period and also during the final appraisal at the end of the performance evaluation period. For the performance standards to be useful, the general measures must be determined to evaluate the employee’s performance. The general measures to be used are: quality, quantity, timeliness, and cost-effectiveness. The quality of the work is based on how accurate and effective the desired work was performed. The quantity of the work