Feedback/appraisal sessions at work?
349012
I think this situation would be difficult for most everybody.  You're probably right about resigning quickly.  You might just end up with another bad job out of desperation.  \n\nYour boss screams and shouts because deep down he (I'll assume it's a he) feels powerless and needs to be aggressive to get his way.  Try to remember that he does this out of weakness and not strength.  Genuinely strong people don't need to act this way.  If you can view it as his problem then you won't take it as personally.\n\nTry to document all that happens that is inappropriate: words said, body posture, tone of voice, etc.  Keep dates, times, locations, etc.  In case things go badly you can have this documentation to back you up.  Your boss probably isn't doing this so your case would be stronger.\n\nAcknowledge what your boss says but ask that he say it in a more polite manner.  You may have to keep reminding him of this one :)  If you're able to stand up to him in a firm, yet nonconfrontational way my guess is he would change.  Bullies respect strength.\n\nIf nothing changes, count it as a character building experience and move on!  Hope that helps.
581322
I/O psychology? Yes, I thought about it myself and still may go back for the masters in this area.  Here is the short to your issue:  She needs to be evaluated based on a larger picture, more than a few variables. As you already know, the tests that you create to appraise someone CAN be very effective in assessing someone's internal abilities and how they relate to the job they have/or searching for. How about giving her another appraisal without cutting her completely from the staff?  Maybe recommend counseling?  I believe in human potential, the greatness within that lurks beneath the everyday pschological defenses and behavioral nuances.  Was she always like this?  Does she have potential?
622243
this website is regarding your concerns about interview procedure, how to go about it .\nhttp://www.managementhelp.org/evaluatn/intrview.htm
371485
Rating what exactly?  Employee productivity or client statistics?
409004
If you are working for an employer, first, document your hours and what you've spent your time on. Keep track of the number of pages/lines of code you've completed -- even though this metric is totally arbitrary, it gives some indication of your work. The other thing you can do is to provide a clear indication of where you want to be, and ask how to get there in your review. Haven't had a review? Politely ask for one, then present your case -- don't ask for a raise per se, but indicate that you'd like to get further ahead in the company and present your case, gathered from above.\n\nIf you are working with clients or performing contract work, you need to develop your portfolio to make a clear case of what you are providing to your customers.
1078696
I can create evaluation forms of any type for you. Contact me through my information below.\n\nBrandon O'Dell\nO'Dell Consulting\n(316) 361-0675\nbodell1@cox.net\nhttp://www.bodellconsulting.com
761919
by being honest :)\ntry downloading criteria sheets to work from\n(they have been specially formulated to assess different areas)
652522
i would make a list of job performance skills on a spreadsheet and then have a column for meets expectations, exceeds expectations and lower than expectations.\n\nsome generic examples would be:\nCustomer service\n--greets customers when enter the store\n--assists customers in finding what they need\n\nyou can include other categories by looking at what you expect them to do.\nattire (are they presentable for work?), do they keep their work area tidy?, appropriate use of supplies (are they wasteful?), proper procedures (do they use equipment properly without assistance, do they reach goals by scanning, typing, processing documents)\n\nthere are many ways to evaluate your employees, i suggest coming up with something that is job specific and charting it.\n\nmake meets a certain number of points, exceeds a certain number and below a certain number, like 3, 4, 5.\nthen add their points up and divide by how many topics evaluated on and you will get a number around 3, 4, or 5 so you know if they met, exceeded or were below expectations. then attach a certain pay increase to each rating.\n\nexample:\nthey were evaluated on 9 things and received:\n3, 4, 4, 4, 5, 5, 3, 4, 4 =36\n36/9 = 4  so your employee meets expectations that means they get a certain pay increase.\n\nyou can give them either a set amount like $.50, or 2 %...whatever works with your payroll budget.\n\nand of course, if they don't agree with soemthing you say, then take the documentation and evaluation to your supervisor and let them decide on the final judgement.\n\nhope this helped it's set-up like evaluations we used a large reatil company i worked at for many years.
630768
The answer depends on your position within the office.  I'm assuming you are the office manager?  If so, then you should first get a list of office rules (see links below for ideas) started that contains the points that YOU believe are important (ex. no pornographic images/posters of Jenna Jameson hanging on the outside of the HR manager's door, etc.).  But seriously, once you have a list of rules, put on your happiest face (remember you're doing this for your team!) and call them all together (it's easier and you have witnesses) and COMMUNICATE the fact that you want to ensure that everyone is comfortable at the office - and that you are open to reasonable ideas on how to improve/maintain a professional workplace.   Distribute copies of your list of rules to each and every office employee, and make sure everyone signs something saying they have read them.  This covers you... but you will also need to find ways to elicit regular feedback from the team  (to gauge your progress/success - REMEMBER: what you want to accomplish isn't a one time thing.  It requires regular maintenance and effort) without making them feel burdened by it. Don't forget to elaborate that your door is always open and remind them that this is being done not just to protect the company but to guarantee a professional office experience each day! Review the attached links! Peace!
799014
Talk to someone in HR / Personnel about it and seek their advice....
325917
YES FROM TIME TO TIME TO GET INPUT FROM PEOPLE
559909
OK, first let me seperate good bosses from bad bosses.\n\nBad bosses think they know everything and aren't afraid to tell everyone so.\n\nGood bosses know most things and have experience behind them to back them up.  The key word is most things.  I know that I don't have all of the answers and admit this to my staff.  I rely on them to correct me if I am wrong.  I don't get upset if a staffer tells me I am wrong, I don't feel stupid or worry about feelings if I am told I am wrong.  I want to know the right answer, not the one I think is right.\n\nNow, as far as doing better or doing more, a good boss will explain the reasons behind why they feel this way.  For example, is the oppoorunity for improvement a competency or a metric?\n\nA competency is subjective, such as "Communicates Well With Customers" or "Is Customer-Service Oriented".  A metric is something you can be measured against, such as "Processed x number of orders in a 3-month period" or "Quality/Accuracy is 99.5%" or "Production and Accuracy is above peer norm".\n\nIf the opporunity for improvement is a metric, there are hard numbers that can used to demonstrate, or create a picture, of where you need to be versus where you are today.  You could, for example, process 10 more orders in one month to bring your production up to what is expected.\n\nIf the opportunity for improvement is a competency, the boss should be providing you with behavioral examples of what is expected versus what is acceptable.  Examples such as this would be something like "In the xyz meeting, you didn't speak up about abc.  If you would have spoken up or brought it to our attention, we may not have made this mistake".\n\nI hope that helps, and please feel free to send me an e-mail to dive deeper into what your specific situation is.
684743
NOTHING.\n\nSome buyers really don't leave feedback. You can try sending an email saying \n\n"I hope that you received the item in good order. If you were pleased with the product and my service, I would appreciate it if you could leave me feedback. I have already left you positive feedback for the pleasant selling experience overall."\n\nThey may not respond, but hey, you can always try :o)
1082789
If you are relocating.... if this is to accept a job offer, many people at the place you'll be working probably have kids themselves. Ask them what they think of their children's schools.\n\nFor general online data:\n\nMost rating systems are by school rather than by district or state, because it is the administration of the individual school that makes all the difference.\n\nAlso, keep in mind that online rating sites have skewed results... only people who seek out these sites will be providing feedback. Most people wanting to give feedback have negative responses.\n\nData these sites use that are not immediate, self-initiated parent feedback are generally a year or two out of date.\n\nTry these sites:\n\nhttp://www.greatschools.net/\n\nhttp://www.schoolmatch.com/\n\nhttp://www.homefair.com/sr_home.html
291181
Use the feedback form at http://dmoz.org/cgi-bin/feedback.cgi?
456176
Try starting with an employee suggestion scheme. Implement the good ideas and reward the proponents. And then formalise the evaluation process so people know that ideas wont be ignored by prejudiced managers.
164625
Honestly, dont get creative.  Tell them exactly what you think and dont beat around the bush.  The feedback that you give them needs to help both the employee and YOU as the employer.  Most feedback should be designed to tweek behaviour that will allow you to get more out of the employee.  Remember, they are there to help YOU.