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1. Where should we embed the evaluation procedures? Evaluations should be embedded in several places.

Prior to hiring, a placement exam should be used to assess knowledge base for the job; the applicant must score within the 75th percentile and above to proceed onto the hiring process. During orientation period, an evaluation is implemented to accomplish the following: 1) obtain a written confirmation that the new hire understands what is expected as an employee at MacroEnterprises 2) obtain a record that new hire attended orientation 3) familiarize the new hire with the facility. After the new hire has completed a 90-day probation period, he will be evaluated. All employees will be evaluated on a yearly basis to discuss goals, strengths and weaknesses for the following year. 2. How should we embed the evaluation procedures? The evaluations should be embedded seamlessly into the workday. The placement exam should be available online for potential applicants while the orientation and probation and yearly evaluation should be held in the facility. The probation and yearly evaluation will be completed by a manager and a supervisor (or equivalent), and should be discussed with both personnel and employees present. 3. Is this something that we should put in our job descriptions? If so, how should we do that? Evaluations must be placed in the job description to eliminate any confusion or ambiguity. The job description should include a brief paragraph describing the duty and highlighting the evaluation process. In addition, manager and supervisor (or equivalent) job descriptions should be change to state they are responsible for completing the evaluation. Deliverables Section 3: Develop a data collection plan (if required) for collecting the new measurements.

In this section, list: i. Each measurement (data source) you intend to use.

1. Productive hours and punctuality Record the times that employees clock in and out. 2. Sanitation log Keep a long of how often the facility is cleaned. 3. Product Record the number of goods produced between the various shifts 4. Machinery Malfunctions Record the frequency of machinery malfunction or break down, duration for repair, tools used for repair and if the incident was reported to the foreman.
ii.

Who will collect the data or administer the data collection.

Respective employees/manager/supervisor or equivalent will complete the data sheets and the paperwork will be collected and administered by a manager or supervisor or an equivalent.
iii.

How the measurement will be evaluated or analyzed.

The data will be statistically evaluated and analyzed to present quantitative numbers to demonstrate the relationship between productively and error. The information will be illustrated in the form of various graphs. iv.

When the measurement will be taken and how often.

Some measurements such as the Machinery Malfunction log will be recorded as incidents occur, measurements for sanitation and productive hours will be recorded daily while others may be recorded weekly. v.

Who will be involved in the measurement For example, if you suggest giving a test of skills training, who will administer the test? How will the test score be used to evaluate the training? When will the test be given and how often? Who takes the test?

Personnel from the floor and management will be involved in the evaluations. The placement exams for new hires will be done on a computer at scheduled times. The evaluation from orientation will be administered and collected by HR. The manager and supervisor or equivalent will complete the evaluations during the probationary period for the employee. Formal training for employees, also known as in services will be administered by internal personnel and if needed a contracted outside vendor.