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Feldman about the specifics of the evaluation system. We found out that the scope of the appraisal system was that of evaluating the job through three different lenses -- the rights and responsibilities of the position; the means in which the employee is able to comply with his tasks and responsibilities and the appropriateness and drive of the individual employee occupying the respective position. In terms of job rights and responsibilities, these are established internally and specifically for each position. They take a technical side and are assessed twice every year with the aid of charts and measurable data. This process is also used to identify the means in which the employee performs his tasks. Regarding the appropriateness of the individual in the position, this is assessed in a more qualitative manner through discussions with the employee, his colleagues, or his customers, as well as the observation of his ability to function as part of the team.
We also asked Mr. Feldman who was in charge of these stages...
He argued that it was in fact a combination of technical staff and human resources staff. The two categories of supervisors simultaneously assess the individual staff members through the three lenses previously presented. The final decision is generally up to the human resources department, but the input generated by the technical team is the central element in the decision making process.
We finally thanked Mr. Feldman for his time and patience and we asked him if we can get his contact information for future interviews (Stringers Media). He agreed.
References:
Cummings, T.G., Worley, C.G., Organizational development and change, 9th edition, Cengage Learning
McNamara, C., General guidelines for conducting interviews, Management Help, http://managementhelp.org/evaluatn/intrview.htm last accessed on August 6, 2010
How to conduct an interview, Stringers Media, http://stringers.media.mit.edu/interview.htm last accessed on August 6, 2010
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