The Arizona Department Of Corrections Rating System

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.

A performance appraisal is a key element in organization and can be one of the greatest tools used to record employee production. Organizations can establish their goals and objectivities, while involving the employees in the process. Conducting a performance appraisal increases productivity and morale and can prove to be effective in performance production.

An effective performance appraisal system strives for as much precision in defining and measuring performance dimensions as is feasible. Some of the major problems with the Darby appraisal system are:

Officer McCown, this is your 12 Month Probationary Employee Performance Appraisal. I have not been your supervisor for this entire evaluation period. This appraisal reflects the observations made by myself as well as Sgt. Mellott B0058. This evaluation includes input from your Employee Performance Notes and Blue Team. During this period you have been assigned to Lower Buckeye Jail on Shift 2.

The United States corrections system is organized distinctive structures that retain certain similarities with the Chinese prisons system. However there remain significant points of departure such as the prevalence of privately run correctional facilities in the United States. This differs greatly from the Chinese system of corrections which relies solely on government-operated public prisons whereby the state does not seek profit as is the case with private prisons (Shen, 2015).

Spector, P.E. (2012). Industrial and organizational psychology: Research and practice (6th ed.). Hoboken, NJ: Wiley

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.

For one there is a serious problem with the general reliability of the method, and of course the raters are under the influence of the several different, well documented cognitive biases (Murphy, 2008). Oddly this subjective method is often used even in situations where there are more objective criterions, like sales or turnover, available (Vinchur et al., 1998). Its weaknesses aside, supervisory ratings of individuals can indeed be meaningful under certain conditions, and there are situations where no other measures are available. Researchers has suggested that the method can be improved by using a carefully conducted job-analysis as a foundation for the construction of the rating scales, and training for the observers conducting the ratings (Borman & Smith, 2012).

I would like to join the Department of Corrections because I feel as if this would be a great change for myself. Furthermore, I've heard nothing but good things about the Department of Corrections and I wish to be a part of a team of dedicated and motivated correctional officers who have the intent of making the San Andreas Correctional Facility safe and clean. I'd like to join because I have the capability, both physically and mentally to handle this job. I've experienced a lot of things, especially living in Los Santos and I feel as if

I think your assessment instrument is a very good choice for inmates. Nevertheless, this assessment has advantages as it measures risk and assessment. In addition, it is also a type of instrument that will include validity and reliability for accuracy, while allowing the flexibility to correlate with both experienced staff judgment and other recognized tests. The assessment results of this type of assessment are taken directly from the input from the inmate; therefore, the information cannot be overlooked or interpreted into something other than how the results are scored. Furthermore, with theses type of results in can aid the inmate in future assistance in mental health counseling. This particular assessment can also assist society with

Performance evaluations should focus on the individual’s job performance and not the individual. The four managers all have the same goal when it comes to their perspectives on performance appraisals and that is, they want to do what is best for their subordinates to motivate them to perform in their department’s best interest. Tom has a top priority to provide true and accurate feedback so employees know exactly where they stand. While I agree that evaluations definitely need to have a base of accuracy, I like Max’s view that most of good management is psychology. To know to act to do what is in the individual’s and department’s best interest, a manager needs to understanding people’s strengths and faults, and know how to motivate and reward employees. If that means a little fine-tuning, then so be it. Lynne, on the other hand, contaminated one of her workers evaluations by considering the individuals personal issues and inflated her rating to encourage and support her. Personally I don’t think it should have been a consideration in the evaluation however, supporting and encouraging the employee in other ways may be a more

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.

2. Create policies on when and how to rate performance. Feedback should be given frequently and as close to the actual performance as possible. The appraisal process should include day-to-day instruction, in which a manager provides employees with constant, immediate, and specific feedback on performance. Formal evaluations should be made annually or semi-annually.

When it comes to employee’s performance evaluations or appraisals, there is also the contrast to positive commentary. On the opposite side of positive commentary of an appraisal, there are also times were a supervisor will have to give an employee negative feedback. Appraisals that include feedback that is a negative reflection on an employee or their performance, can be important when

The goals of the organization cannot be fulfilled without the skills or talent of the employees and a direction to apply them. The employees will have goals, actions, and behaviors to bring the company closer to the organization’s vision. Moving forward requires direction so that new and current employees stay on track. Appraising an employee may affect their base pay, promotional status, and retention decisions. The employees who are found to have deficiencies may be identified and corrected when their appraisal is interpreted. This can also reinforce the employees existing strengths. A performance appraisal reviews an employee’s career plans and identify any training needed. Other components related to performance