Sergeant Bilko Case

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

What are performance appraisals? Simply put, they are the evaluation of goals that are pre-determined and set by both the employee and organization (Harvard Business Press, 2009). They are used to measure an employee’s performance and team performance.

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning.

On Monday, November 16, 2015 at about 0915 hours, Sergeant Ladyzhenskiy and I [Sgt. Lesly Charles] were present inside of 331 Pulaski Street to interview the complainant, Mrs. Gail Smith in regard to the above incident that occurred on August 23, 2014. The following is a synopsis of the complaint that Mrs. Smith had emailed to CCRB back on August 2014. Mrs. Smith stated [verbatim]: Mr. Riley was placed in a holding cell at the station-house but released without charges. One hundred dollars [$100.00] was confiscated but not vouchered or returned to him. Mr. Smith was arrested and two hundred and five dollars [205.00], [pair] gold cufflinks, and sunglasses were confiscated but not vouchered or returned to him.

Officer Lawson isn't afraid to take on a new challenge in an area she is unfamiliar with. An example of this is writing a arrest warrant that involved a crime in a serious domestic violence incident. Officer Lawson had never written a warrant for this type of crime but wanted to take the opportunity. She coordinated her efforts with the Investigations department in writing the warrant, enhancing her job skills. Her effort was recognized by Sergeant Shaline.

Lt. Kessinger has “modeled the way” for everyone under his command. First, he has previous experience as a homicide detective and therefore understands the job and all that comes with it. He often will tell stories of pervious cases he was involved in and share strategies he used in solving his cases. Sometimes these strategies are applicable to the current on-going case, sometimes they are not, but either way he provides relevant information and the detectives respect it. The strategies shared are not always ones that have been successful. He will share his failures and mistakes in cases, as well. By sharing his experience, he relays to the detectives that he has been in their shoes and wants to help. It would be difficult for someone who

Performance appraisal is a method of evaluating the behaviour of employees in the work spot, normally both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual’s job. It indicates how well an individual is fulfilling the job demands. The purpose of performance appraisal is to update the worker on his progress, gauge his behavior and performance, praise good work, and note opportunities for improvement. A poorly conducted appraisal could cause the worker to lose morale, but a constructive performance appraisal can encourage him to go above and beyond the call of duty. People differ in

As one possible solution to achieve a fair distribution of bonus funds and to prevent turnover, Wal-Mart should implement a performance appraisal system. Performance appraisal is the process by which organizations evaluate employee performance based on preset standards. The main purpose of appraisals is to help managers effectively staff companies and use human resources, and, ultimately, to improve productivity.

Performance appraisal is an evaluation and grading exercise undertaken in organizations to achieve several objectives such as employee motivation, identification of training needs, rewards and remuneration, employee development through feedback etc. [Fig. 1]. All methods for performance appraisal have several advantages and disadvantages based on location of the firm, socio-economic environment, vision and mission of the firm, organizational structure and other factors. Organizations in different industrial sectors may have different focus areas of work and different values and thus, expectations from employees vary across sectors.

A central reason for the utilization of performance appraisal Pas is performance improvement (initially at the level of an individual employee, and ultimately at the level of an organization. Other fundamental reasons include as a basis for employment decisions eg promotion, terminations, transfers, as certain criteria is reached to aid expectations and to establish personal objectives for training programs, transmission of objectives feedback for personal development. As a mean of documentation to aid in keeping track of decisions and legal requirements named in wage and other fringe benefits administration. And is used for formulation of job criteria and selection of individual who is best in performing organization tasks.

“Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to

Performance appraisals are a valuable performance management tool to evaluate the performance and value employees provide as well as set goals for the next review period. Most companies conduct performance appraisals annually, but they may also be done after a new hire completes the first 90 days of employment or on a monthly basis in situations where performance is an issue.

In the route of providing criticism, managers and employees may recognize performance objectives that need to be established and find ways to resolve those problems. Performance Appraisal is an important part of performance management and it needs to be brought to the forefront of the HR dept. so that managers can access and give feedback on what is wrong with each department as well as what and employee may be lacking.

This suggests that performance appraisal is a dominant tool to evaluate, assess, develop and compensate the performance of employee/subordinate helping to create goal congruence between the organization and it employees.