Job Evaluation Questions

[Lorrie Henson]

Hey...just wondering what's the norm for job evaluations.  During your exit, is it automatic that you receive a job evaluation?  Do you have to request one?  Do you have to sign it?  Does it differ from company to company, state to state?  Is it a courtesy thing from a company or a 'law'? 

Thanks, in advance, for all of your help.

Lorrie   

[alphadude]

Are you talking about "how am I doing survey" or nuclear concerns?

[Rennhack]

The employee evaluation is a company specific function.  There are no laws requiring your employer to evaluate your performance.

[Lorrie Henson]

Thanks.  Yeah, I'm talking about the job evaluations they perform during the exit interview.  Ok, I understand the company doesn't have to do an eval, but if they do, are they required to show it to you and/or have you sign it?

Thanks again,
Lorrie

[Fermi2]

No they are not required to do either.

Mike

[alphadude]

most evaluations like you describe are poorly designed and based on somebody's opinion. unless performance goals are presented to you and you agree to them and monitoring with feed back is provided, those evaluations dont hold water and should be ignored. then you should complain to the owner of the company for poor business practices and the client using a concerns type program. poorly designed evaluations are the basis for discrimination suits, and reason to carry a ill founded grudge.. so beware. (aka the black list) hmmm not that its ever been used in this industry.

[stormgoalie]

The company I work for uses an exit evaluation at the end of an outage to determine the rehire status of temporary staff.  The evaluation points are fairly generic and the supervisors will invariably talk to the lead tech that the contract staff worked for to get input.  It is also a requirement, company policy, that the supervisor must go over the evaluation in a one on one setting and the employee is given the opportunity to comment and sign (or refuse to sign) their evaluation.  The pitfall to any evaluation is that the questions must be generic enough to allow for a fair evaluation, but specific enough to identify areas of "weakness" or need for improvement as well as good aspects of each employee. It has been my experience that the process we use is quite fair in most aspects.  Just my humble opinion.

Cheers,
Jim Rodgers
RP Lead Tech
Ontario Power Generation

[alphadude]

sounds like a well though out process. which it should be. utilities and larger corporations know how to use this tool effectively, just beware of those small companies that don't train the adminstrator of this exit survey on its applications, otherwise its a good tool when used correctly

[Rennhack]

How true.  The new BNI eval. is a great example.  A, B or C tech.  To get an overall 'A' rating the SC needs BNI upper management approval, to give an overall 'C' rating the SC once again needs BNI upper management approval.  So guess what, everyone receives a 'B' rating.

Yep.

[illegalsmile]

On my last two outages, I received a 'B' for attendance even though I'd not been absent or late. I asked the SC what it would take to get an 'A' and he said he didn't know. (but....but, you make them out?!?!?!?)

[Surveyors_mato]

Yep.

  Here at BFN, we got the rating too and you know what, We had "A" techs..some call them.......SSssssh..............Super Techs!......Most of the B average techs don't like the "A" techs..............I did get a B+ though....I think?................Oh yeah I remember.........it was on  Foot washing

[Rennhack]

You are alowed to get some "A"'s, as long as the average isn't an "A".  So my PM have me a few A's, but stoped short of an overall "A", because of the stupid rule of haveing to contact the president and the HR manager (or whoever).