This document provides a pre-test for a performance management training module. It asks questions about an employee's last performance appraisal to gauge areas for improvement. These include questions about communication, goal setting, preparation, feedback, and focusing on performance rather than personality. It also provides scenarios to practice writing job recommendation comments.

1. Sales Manager Course Module 2 - Performance Management Pre-Test Think for a moment about the last few performance appraisal reviews you conducted, then honestly answer yes or no to the following questions: Do you have frequent communications with your employees between appraisals? Were there mutually agreed to performance goals that came out of your meeting? Did you ask others for input about your employees’ performance? Did you consistently document your employees’ performance between appraisal meetings? Were you well prepared for your appraisal meeting? Did you have an uninterrupted meeting? Did you always ask for your employees’ opinion? Were you candid and specific about your employees’ performance? Did you remember to discuss your employees’ positive accomplishments? Did you focus on your employees’ performance rather than on their personalities? Did you close the meeting in a professional manner? Did you follow up after the meeting? 61 Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No

2. Skill Building Practice Writing Job / Career Recommendations Directions: Read each of the following three scenarios. After considering the employee’s stated desire in the Job / Career Recommendations section as well as “your opinion” of their performance and potential, write your Job / Career comments in the space provided. Scenario 1: Employee: “ I had an outstanding first year and am ready for a new challenge immediately.” Manager: Relatively new employee - on the job for one year. Met most of his/ her performance objectives for the year, exceeded several. Potential to do more and go higher in the organization. Needs more time on the job to fully learn it before moving on. Your Comments: 62

3. Skill Building Practice Writing Job / Career Recommendations Scenario 2: Employee: “ I want to move into a management position in 2-3 years.” Manager: A straight code 3 (performance and promotability) Fully acceptable, though not future leadership potential Effective in what she/he does, but does not possess the skill base and ability to move into a managerial role Your Comments: 63

4. Skill Building Practice Writing Job / Career Recommendations Scenario 3: Employee: “ I had a great year, meeting most of my objectives. Although I missed budget by 7%, this was due to (excuse, excuse, excuse). I want to continue in my current assignment.” Manager: A 15 year veteran who won many sales awards in the past Not only missed budget, but customers are complaining about the lack of follow-through Skills have not kept pace with increasing demands in the marketplace Your Comments: 64

5. Guide Letter - Confirming Corrective Discussion Date Dear ______: This will confirm our conversation on (date) concerning the fact that progress on your current assignment is unacceptable. During the course of our discussion, we did review the responsibilities and the factors on which you are being measured. As outlined to you in our meeting, specific areas in need of improvement are as follows: Clearly document the area of responsibility and what you, as manager, expect. As we discussed, we will meet again on (date) to review your progress towards the above improvements. In the meantime, let me know if I can provide any assistance in helping you to successfully achieve the above improvements. Regards, cc: Your manager HR Manager File 65

6. Guide Letter - Termination Notice Date Dear ______: This will confirm our conversation on (date) concerning the results of your performance appraisal and the need for you to locate another position by (date) . You will also have the option during this period to voluntarily resign. I regret that it will not be possible to continue your employment with General Electric beyond the above date. You should also understand that under this termination arrangement, you are not eligible for normal “Lack of Work” benefits. Please contact me if you have any questions. Sincerely, cc: Your manager HR Manager File 66

7. Exit Interview Questionnaire (To be completed for voluntary terminations only) A. What were the factors that caused you to decide to leave GE? B. How could your job be improved? What suggestions do you have for improvements for GE? C. Were you paid appropriately for the work you were asked to perform? D. Do you feel you manager treated you fairly? E. How would you rate our benefits? F. Do you feel that you had the right tools to perform your job effectively? 67

8. G. How would you rate communication in the business ? H. What recommendation / ideas do you have to better retain quality people such as yourself? I. Are you aware of any compliance violations by yourself or others? Employee Reaffirmation: I hereby reaffirm that I have disclosed to the Company any information in my possession concerning any conduct involving the Company that I have reason to believe involves any false claims to any local, state, federal or foreign government or is or may be unlawful in any respect except as specifically identified below: Any unresolved issues: I am satisfied that any concerns I have regarding compliance with Company policies and government regulations have been appropriately dealt with by the Company except as specifically identified below: 68