Evaluation: FY 2006 Final Performance Review and Merit Increase Process

PLEASE RETURN BY NOVEMBER 17, 2006.

As a Management Team member, your ideas about the effectiveness of the performance management and merit increase program we used for FY 2006 are very important.

Please respond to these questions. Your responses are absolutely confidential since we use this web based survey tool.

If you have a question, please contact Mark Strunin at x 4133.


  1. Please check ALL of the performance management activities you did during FY 2006.
    Set an annual performance plan using the electronic Performance Guide (PG) for each of my direct reports
    Used the PG to plan for and track employee training and development activities during FY 2006
    Completed a mid-year ( March - April) 2006 Review for each of my direct reports using the PG
    Sent a Merit Increase Forecast to my boss and/or HR at the mid-year (March - April, 2006)
    Provided merit increase recommendations to my boss based on the Final Review results for each of my direct reports
    Held a face to face meeting with each of my direct reports to review FY 2006 final performance
    Used the PG to plan for and track employee training and development activities during FY 2006
    Completed a 2006 Final Review for each of my direct reports using the PG


  1. This year we used a three point scale to rate performance. The ratings were "Highly Effective", "Effective" and "Needs Improvement". Please select the response that best expresses your opinion about the three point scale.
    The three point scale provided me with an effective tool to rate employee performance
    The three point scale was not an effective tool to rate employee performance.


  1. If you think that the three point scale is not an effective tool to rate employee performance, what would you recommend instead?


  1. This year, we gave "merit points" based on ratings of employee performance and competencies. The points then were used to calculate possible merit increases. Please check all the responses that refect your opinion.
    I did not understand the merit points approach.
    I found the merit points hard to calculate.
    I found the merit points approach useful, helping me to rank my employees more accurately.
    I'd like us to keep the merit points approach for next year.
    I think we should drop the merit points approach for next year.


  1. Any suggestions on other ways to link performance ratings to merit increases?


  1. What are any other suggestions you have that can make the FY 2007 employee performance planning and review process much more meaningful and effective?


  1. Do you know if any of your employees completed one or more on-line courses this year?
    Yes
    No


  1. Have you personally accessed the on-line training courses offered by L.A. Care to staff in FY 2006?
    Yes
    No


  1. Have you personally completed one or more on-line courses this year?
    Yes
    No


  1. Do you have additonal comments on our FY 2006 performance planning and review process?


  1. Do you have any comments about the on-line courses provided to staff by L.A. Care?





Mark Strunin