APPRAISING THE SECRETARIES AT

SWEETWATER U
GROUP MEMBERS
Roll No Names
PGP22166 Rishabh Yadav
PGP22172 Ruchi Yadav
PGP22 Shreya Yadav
PGP22171 Rohit Singh
PGP22 Antush Vats
PGP22 Kajal Sharma
PGP22 Mehak Anand
PGP22 Siddharth Uparwal
PGP22 Vaishnav Chaturvedi
 Q1. Do you think that the experts' recommendations will be sufficient to get
most of the administrators to fill out the rating forms properly? Why? Why not?
What additional actions (if any) do you think will be necessary?

• Yes, I think that the experts’ recommendations will encourage administrators to fill the
forms out properly.
• There should be an analysis of overall trends of manager ratings, not simply the ratings of
secretaries.
• There should be some strong training sessions for administrators and secretary.
• The sample performance rating form that the expert recommended Sweetwater to use
instead of the good or excellent formula they were using is way more in depth.
• Even with the best of intentions, not all managers are truly capable of evaluating the
work of others in an intelligent fashion.
 Ques 2 Do you think that Vice President Winchester would be better off
dropping graphic rating forms, substituting instead one of the other
techniques discussed in this chapter, such as a ranking method? Why?

• Yes, I think that a ranking method is one of the best ways to go about rating someone’s work
performance.
• I like the idea of seeing your individual strengths and weaknesses right in front of you from
the perspective of other people.
• The administration will thus save a lot of money constantly regarding raising the various
salaries and wasting time as a result.
• The vice president should thus consider having the ranking method since it would help
develop the workers.
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 Ques 3 what performance appraisal system would you develop
for the secretaries if you were Rob Winchester? defend your
answer?

• The first thing will be to look into the past appraisal of the secretaries and not how they have
been working all alone about their workstations.
• The secretary will thus be tested on his proficiency in performance according to the various
issues .
• Testing will ensure that one knows how the worker deals with issues especial in solving
problems and how he or she handles customers.
• The appraisal system will require that the employees come up with goals that they can meet
in the short run and that are achievable.

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 OBJECTIVES

• To improve the appraisal system (Used to evaluate secretarial and

clerical performance.
• Proper utilization of funds (Because the current university budget
simply didn’t include enough money to fund another maximum
annual raise for every staffer).
 DEVELOP CRITERIA

• Quality of work
• Goals and target achievement
• Level of productivity
• Colleagues feedback
• Appraisal forms
• Performance dialogue
 ALTERNATIVES OPTIONS

• Management By Objectives
• Take Feedbacks
• Psychological Appraisals
• Interview Session
• Coaching Session
 EVALUATE OPTIONS

• Set Performance Standards

• Set specific goals
• Evaluate performance, not personality
• Have a conversation
• Give ongoing Feedback
 Decide
• Sweetwater’s president decides to improve the appraisal
system.
• Rob (Vice president) sent a memo to all administrators.
• Rob decided to set up an appointment to discuss the matter.
• They set the appraisal.
• They recommended that every administrator fill out a form for
each secretary at least once in a year.
 Plan Implementation
• Workers need ongoing communication with team leaders and managers.
• A continuous process, like 360-degree feedback, can help employees stay
motivated.
• Set clear performance standards.
• An employee evaluation shouldn’t be a one-way street where the manager
gives feedback and the employee listens to that feedback.
•  Set the appraisal like those who rated “excellent” received the maximum
increases.  
 ACTIONS

• Substitute the new rating from the old one.

• Administrators have to fill the performance appraisal honestly.
• Salaries increases would have to be made on quality of work.
• All performance standards should be achievable and they should
relate directly to the person’s job descriptions.
 EVALUATE(REVIEW)

• Check the efficacy of graphic rating form.

• Get proper feedback
THANK YOU