The vice president of HR wants to provide a performance evaluation for Susan, who has worked as an executive assistant for one year. Susan completes her work efficiently but has not taken initiative to further her professional development through the mentorship and training opportunities suggested. The VP must create an 8-10 page paper explaining the importance of performance evaluations and providing a 3 page evaluation of Susan's performance over the past year addressing her professional development, job performance, communication skills, work relationships, and compensation recommendations. The evaluation aims to promote Susan's growth and maximize her contributions to the organization.

1. Submit your assignment to the
M5: Assignment 1 Dropbox
by
Monday, April 27, 2015
.
You are the vice president of a human resources department and
Susan has been your executive assistant for one (1) year. She
effectively completes her given assignments, sometimes ahead
of schedule. Susan has a welcoming personality and is
commended on her willingness to help when asked. As a result
of her efficiency, Susan often has spare time on her hands.
In several conversations, you have spoken with Susan about
taking a proactive stance and involving herself in the business
to increase her knowledge base. You have suggested she attend
strategic planning meetings, shadow other Business Partners,
and take professional development courses geared towards
human resources. Susan has not incorporated any of these
suggestions.
The organization promotes and encourages employee
development and has a requirement of 24 professional
development (PD) hours for each employee per annual review
cycle. As VP of the department, you have offered to mentor
Susan; yet she has not taken advantage of the offer. Given
Susan’s capabilities and potential, you want to mutually
establish future performance goals and developmental
opportunities to enhance her effectiveness and maximize her
organizational contributions.
Susan’s professional appearance and interaction with co-
workers is superb. When asked to complete a task, she fulfills
the assignment willingly and with very few errors. She is well
liked and respected by her peers. She has impeccable oral and
written communication skills. Overall, you are pleased with her
performance but want to see Susan take initiative to seek out
tasks to complete rather than waiting to be told what to do.

2. As the VP of HR, you have been tasked with a two part
assignment. In part one of this assignment you will explain the
importance of performance appraisals, analyze the essential
elements which should be included and describe how
performance appraisals can be used to promote employee
growth. In part two of this assignment you will create a
performance appraisal for Susan.
Your paper should be 8-10 pages in length incorporating both
parts I and II. You can either design a performance appraisal
document or use an existing template. The performance
appraisal should be no more than 3 pages of the total page count
for the assignment. Be sure your paper addresses all of the
following components:
Part I: Importance of Performance Appraisals:
•
Explain how performance appraisals can be used as part of
employee development.
•
Explain why rankings are given to employees and the
advantages and disadvantages of including rankings.
•
Address why organizations should deliver appraisals in a timely
manner to employees.
•
Discuss the advantages and disadvantages of three different
types of performance appraisals. Make a recommendation of
which type of performance appraisal is most appropriate for
Susan.
•
Provide suggestions on how the manager can give feedback on a

3. continual basis to the employee to encourage continual
development.
Part II: Susan’s Performance Evaluation
As the VP of HR, you are providing Susan with feedback on
these areas and suggesting ways to develop in the areas where
she is not meeting expectations as outlined in the scenario. The
performance appraisal directly ties to compensation
increases. The appraisal should highlight achievements over the
past year; while addressing expectations and setting goals
moving forward.
The performance evaluation should address the following areas:
Professional Development
Job performance
Communication – internal and external
Professional Demeanor
Working relationships
Compensation recommendations
Assignment 1 Grading Criteria
Maximum Points
Part I:
Explained how performance appraisals can be used as part of an
employee development plan.
32
Explained why rankings are given to employees and the
advantages and disadvantages of including rankings.
36
Addressed why organizations should deliver appraisals in a
timely manner to employees.
28
Discussed the advantages and disadvantages of three different
types of performance appraisals and made a recommendation of

4. which type of performance appraisal is most appropriate for
Susan.
48
Provided suggestions on how the manager can give feedback on
a continual basis to the employee to encourage continual
development.
32
Part II:
Performance appraisal addresses: Professional development, job
performance, communication, professional demeanor, working
relationships and compensation recommendations.
60
Written Components:
Organization:
Introduction, thesis, transitions, conclusion (16 points)
Usage and mechanics:
Grammar, spelling, sentence structure (16 points)
APA elements:
Attribution, paraphrasing, quotations (24 points)
Style:
Audience, word Choice (8 points)
64
Total:
300