Evaluation of the FY 2003 Performance Review Process (Manager Version)

As a manager or supervisor, you are asked by L.A. Care to actively guide, direct and manage the work of each of your direct reports. You are asked to plan, monitor and evaluate employee performance. You are expected to combine the electronic Performance Guide with face to face perfomance review meetings to form an effective performance management approach for your work unit.

Please help us evaluate your experience in reviewing employee performance for FY 2003.

Please contact Mark Strunin at x 4133 with any questions.
Name (optional): 


  1. Did you hold a face to face meeting with each of your employees to review his/her performance this year?
    Yes
    No


  1. Was the employee's Performance Guide discussed during the review meeting?
    Yes
    No


  1. How prepared were your employees for their FY 2003 performance review meeting?
     
      1 2 3 4 5 6 7  
    Not Prepared  Highly Prepared


  1. Did you and the employee discuss actions that could be taken to improve productivity and performance for next year?
    Yes
    No


  1. How could employees be better prepared to participate in performance review discussions?


  1. How prepared were you for the FY 2003 performance review with your direct reports?
     
      1 2 3 4 5 6 7  
    Not Prepared  Highly Prepared


  1. What could be done to better prepare you to participate in performance review discussions?


  1. How effective do you think our performance reivew process is in identifying employee training and development needs?
     
      1 2 3 4 5 6 7  
    Not Effective  Highly Effective


  1. Do you agree that hourly employees should be evaluated on their ability to perform the daily tasks of their jobs, rather than on annual strategic goals and objectives?
     
      1 2 3 4 5 6 7  
    Do not agree  Strongly agree


  1. How "user friendly" is the electrionic PG?
     
      1 2 3 4 5 6 7  
    Not User Friendly  Highly User Friendly


  1. Please explain your answer.


  1. Please indicate if you used the electronic Performance Guide (PG) for any of the purposes listed below in FY 2003.
    Used PG to record an employee's annual individual goals for FY 2003
    Used the PG to record my comments on an employee's performance at the Mid Year
    Used the PG to record my comments on an employee's performance at the Final Review
    Used the PG as a tool for coaching an employee at a time other than Mid Year and Final Review
    Used the PG to record changes in an employee's annual individual goals during the course of the year
    Used the PG as a source of information to design a new position


  1. The Workflow section of the PG gives you options for sending and returning the PG. Please indicate if you are unclear as to the meaning of any of these workflow instructions.
    Review and return to me
    Revise. See my comments.
    Approve and return to me
    Other. See my comments.
    Send to PG Administrator


  1. Please explain your answer.


  1. Please indicate if you have used any of these "Help" features to aid you when using the Performance Guide.
    On line instructions
    On line description of ratings
    Ability to send the PG to anyone for review
    Ability to look at a PG's audit trail
    Ability to grant access to someone
    Ability to lock/unlock the PG while in the process of entering comments


  1. What additional features would you like to see available for the electronic PG?


  1. Over the years, L.A. Care has used both numerical scores like 1 to 4 or 5 OR descriptive terms such as Effective or Needs Improvement to measure employee performance. What is your opinion as to the most effective way to measure employee performance? Why?


  1. Do you find the PG to be an effective tool for managing employee performance? Please explain your answer.


  1. If L.A. Care could do only ONE thing to vastly improve the way in which we manage performance here, it would be to...





Mark Strunin