"Perhaps the most frustrating part of employee evaluations is determining rankings—or figuring out what they mean. I’m supposed to rate librarians on their ethics. How exactly does someone earn “significantly exceeds expectations”? Still, it’s an improvement over the old point system, where staff were rated on a scale of zero to four. Is an employee earning a 3.7 more ethical than one earning a 3.2? Even employee evaluations for dummies is barely helpful in figuring this out. I’ve evaluated staff using the most simplistic of paper forms and sophisticated electronic systems, and I’ve yet to figure out just exactly how we make sense out of some final overall ranking number or label. It’s the necessary evil of having to produce ratings that detracts from the benefits we can derive from the annual employee performance review system. What really matters is having a system for structured reviews and conversations that allow us to set goals, monitor progress, build strengths, and celebrate accomplishments. Leaders need to develop employee reviews that make sense and truly contribute to worker growth."
Showing posts with label rankings. Show all posts
Showing posts with label rankings. Show all posts
Sunday, July 3, 2016
Rethinking the Much-Dreaded Employee Evaluation | Leading from the Library; Library Journal, 6/30/16
Steven Bell, Library Journal; Rethinking the Much-Dreaded Employee Evaluation | Leading from the Library:
Sunday, January 9, 2011
Is Law School a Losing Game?; New York Times, 1/9/11
David Segal, New York Times; Is Law School a Losing Game?:
"“Enron-type accounting standards have become the norm,” says William Henderson of Indiana University, one of many exasperated law professors who are asking the American Bar Association to overhaul the way law schools assess themselves. “Every time I look at this data, I feel dirty.”
IT is an open secret, Professor Henderson and others say, that schools finesse survey information in dozens of ways. And the survey’s guidelines, which are established not by U.S. News but by the American Bar Association, in conjunction with an organization called the National Association for Law Placement, all but invite trimming.
A law grad, for instance, counts as “employed after nine months” even if he or she has a job that doesn’t require a law degree. Waiting tables at Applebee’s? You’re employed. Stocking aisles at Home Depot? You’re working, too...
“Law school might not be worth it for another 10 or 15 years,” [Michael Wallerstein] says, “but the riskier approach always has the bigger payoff.”
True, say Professor Henderson and his allies. But he contends that law schools — which, let’s not forget, require students to take courses on disclosure and ethics — have a special moral obligation to tell the truth about themselves."
"“Enron-type accounting standards have become the norm,” says William Henderson of Indiana University, one of many exasperated law professors who are asking the American Bar Association to overhaul the way law schools assess themselves. “Every time I look at this data, I feel dirty.”
IT is an open secret, Professor Henderson and others say, that schools finesse survey information in dozens of ways. And the survey’s guidelines, which are established not by U.S. News but by the American Bar Association, in conjunction with an organization called the National Association for Law Placement, all but invite trimming.
A law grad, for instance, counts as “employed after nine months” even if he or she has a job that doesn’t require a law degree. Waiting tables at Applebee’s? You’re employed. Stocking aisles at Home Depot? You’re working, too...
“Law school might not be worth it for another 10 or 15 years,” [Michael Wallerstein] says, “but the riskier approach always has the bigger payoff.”
True, say Professor Henderson and his allies. But he contends that law schools — which, let’s not forget, require students to take courses on disclosure and ethics — have a special moral obligation to tell the truth about themselves."
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