Jose Cuayo

Performance appraisal is an important issue in human resource management and has a significant effect in the performance of an organisation. It is the system of evaluating the performance of employees regarding the accomplishment of their responsibilities and determining their potential to grow and develop. Bias in the evaluation process can affect the accuracy and appropriateness of the performance appraisal. Bias is a serious issue because it affects the ability to make appropriate decisions about the promotion of employees. A performance appraisal system that works to the disadvantage of members of a group can also pose legal issues.

The outcome of this appraisal can have a strong impact on the employees self esteem. This appraisal should in no way demoralize the employee, which would cause an increase of higher employee turnovers for the organization.

Luis Flores Romero was just eight years old when he embarked on a journey that would change his life for the better. He was born in Mexico with his family. His family consisted of his sister who had dark hair and was tan, as well as the father who had a mustache no one would question and the mother who looked like the daughter. When Luis’s family decided to go on this journey the emotions of the father and mother became weary, due to the fact that the town where they had lived all their life would soon be gone as well as other family and friends who would be remembered. But they knew it was worth it because they heard of a better life so they continued.

Independent, reliable, and multi-talented, SNO has hit the ground running and performed extremely well as a firing battery executive officer. During 10th Marines Regiment FIREX, while serving as the position commander, MRO expertly supervised over 15 emplacements and displacements, both day and night, and the accurate and safe firing of over 1,000 HE projectiles, all culminating in The Battery earning recognition as 2nd place during the Regimental Top Gun Competition. Over of the course of the exercise, accolades received were a direct result of SNO’s force of will and absolute drive for success. Additionally, Lieutenant Holliday made effective use of platoon commanders, which enabled him to remain well aware of all battery issues and provide

During his tenure as the 41st Signal Battalion Chaplin, CH Jorge Budez distinguished himself through his unwavering devotion to Soldiers, KATUSAs, and families. Jorge developed a plan to build and sustain comprehensive spiritual and moral fitness by conducting; 12 moral leadership training events, seven Single Soldiers Retreats, two Married Couples Retreats, provided over 400 hours of counseling, and executed superior support to six Key Resolve and UFG exercises providing outstanding motivation and mentorship to all.

I, Steve Urcino, declare under penalty of perjury that the following statement is true and correct to the best of my knowledge and recollection.

- He has set the tone for his fellow SNCOIC’s to emulate and he is enthusiastically recommended for promotion ahead of his peers.

Lt. Gonzalez may consider floating plans to the chief for implementation of strategies which will bring the other competing lieutenants into the circle by soliciting their input for continuous improvement of their systems, and to train the others in the methods he used to implement his projects. This may provide the others with ideas for self-improvement and to take part in generating positive changes in their department which they themselves can be recognized for. It may also send the message that Lt. Gonzalez is not attempting to edge anyone out, and is merely working to his greatest capacity, something each of the other lieutenants should be working towards doing. By default this will place Lt. Gonzalez in the role as informal leader amongst his peers. He will be providing them with knowledge and insight which will make them more capable, and lessen the perceived threat they feel. Gonzalez will be broadening the depth of knowledge within the department in doing so. It will encourage succession planning so someone will be able to take the reigns’ from him someday, and there will not be such a single point of expertise in an area vital to their

SFC Perez was hand selected by the Commandant over 16 Staff Sergeants to perform as a Senior Small Group Leader while serving at the Christopher R. Brevard NCO Academy. His outstanding teaching ability and exceptional performance challenged over 240 Arctic Soldiers, three foreign nationals and two Airmen. With 232 hours of instruction over 26 different BLC classes he has earned coveted Basic Army Instructor Badge.

1. SSG Eduardo Alvarez was assigned to the 201st Regiment on 30 March 2015 as Small Group Instructor – WLC (BLC) para/line: 002DC/10. SSG Alvarez is crucial as instructor into the Basic Leader Course (BLC) team. He is an exceptional instructor fulfilling his duties helping to graduate new leaders (NCOs) from the Army National Guard and US Army Reserve without any complications.

Joshua is proactive and never fails to capitalize on opportunities. His assistance to Paramaribo exceeded normal standards. Josh’s years of experience made him an SME for coordinating

Juan wants to move up to management, so we agreed for him to be more engage with the communication with the team. He’s been sending the QA report; however we discussed ways to recognize the agents that are in the top, as well a areas of opportunities. He will try this approach moving forward.

This a great fit for Jose. Most of the employees are probable housekeeper, so he doesn’t need a lot of managers.

“Performance is about keeping public and nonprofit organization up-to-date, vibrant, and relevant to society. It is about ensuring that agency programs and policies connect with the important challenges that people, communities, and the nation face.” (Berman, pg. 3) Managing this includes setting goals, developing and training employees, as well as merging appraisal of performance and rewarding performance into a single tool. The key to performance management is to ensure that the employee’s performance is helping meet and reach the goals set forth by the organization or company. If management process are strategically planed, created, implemented and carried out in the proper manner, great incremental changes can be made throughout an organization to increase growth of the business. If employees do not perform or stakeholders are not happy, business can fail in many ways. Gordmans in Okemos may not fail as a business just yet, but without evaluating their performance thus far, it may lead them down a dark path if measures are not evaluated now.

Managers have always had to make tough decisions in the workplace, but one of the most challenging aspects of their job is the employee performance appraisals. Evaluating an employees’ performance, if done right, will be an objective as possible process. However, the naturally subjective aspects of the evaluation process are what pose many ethical dilemmas. This process customarily comprises of giving constructive feedback to an employee so that they are better able to improve their job performance, but many appraisals are based on lies. This theoretically disqualifies it from being an effective resource from which employers can accurately determine compensation increases, identify those deserving of promotions, cuing the need for progressive discipline and identifying termination candidates (Gilbert,2012,117). Yet, these erroneous official forms are signed and filed away, year after year.