The Border Collie Chronicles

Observations from (arguably) the World's Smartest Dogs;
(but, without question, the bestest friends!)
or, Life As We Understand It, as told from dad's shop.


Posted December 21, 2011

Performance Appraisals??!!
       By Gall

Objectives of Performance Appraisal
A performance appraisal's objectives are varied and manifold. It aims at providing feedback on the performance of the employees to the employees that could form the basis on which major personnel decisions such as pay hikes, promotion and/or disciplinary actions could be taken.  On the basis of this organizational resources for rewards could be allocated.  This enhances communication flow between the employee and the management.  Organizational diagnosis and development are facilitated.

                                       
Read more: http://www.ehow.com/about_5142185_definition-performance-appraisal.html#ixzz1hDj5ojWl  


Dad sat us all down together the other evening – he said that he was going to start “rating our performance”.  I thought that was really cool!!  I knew that I would do good!  I mean, I AM the star athlete, and dad is always telling people how good I am!  Then … we met individually … again, no worries, I knew that dad was really going to brag on me … then … he dropped it on me – HE wanted ME to tell him what my accomplishments were!  I mean, doesn’t he know??  Heck, he’s the boss … I thought… . 

Anyway – this sure doesn’t make me feel like any part of a team at all!  Heck, I don’t even feel like I am even part of a league!  At least on teams and leagues they have stats that they “judge” performance on members (have you checked Aaron Rodgers stats … WOW – he’s killing it, isn’t he!) and everyone is judged on pretty much the same basis – a level playing field, you might say. 

Optional Story Performance Appraisal1Now, some of us don’t feel too terribly comfortable bragging on ourselves.  Some of us[i] were taught when we were growing up that it was terribly impolite to talk about ourselves – I remember when dad and his Bubba were remembering a story about their Mom and how she would put a wooden spoon upside their heads when they needed it (she actually broke one on dad’s Bubba’s head!  She felt bad afterwards!) – Yeah, we learned … No Sir!  Yes sir!  No Ma’am!  Yes Ma’am!  I don’t have a problem at all!  Everything is just Peachy Keen right here!  Now, I know what you’re thinking … and it is true that I AM a pretty literate BC … and BC’s, in general, are known to generally “tell it like it is” … but we can’t be talking about how wonderful we are[ii] we CAN poke fun at ourselves (only because we know, down deep, how great we really are!  If we didn’t know that, heck, we’d just sit back in the shade, like a lot of other breeds do.) 


Well, needless to say – I didn’t ignore dad’s request to give him details of my accomplishments – as they align with HIS goals (that’d be plain stupid to ignore that request, regardless of how much it cheapens whatever he has to say … but I didn’t do all of his job for him either … he should have some ideas of his own!)  Heck, he’s always telling me when I mess up!  He should already know what he thinks about my performance (though, he doesn’t express it very often – only the really good and the really bad.  He keeps it all to himself though, but it sure would be cool if he would share the really GOOD thoughts with everybody … an ATTA GIRL goes a long ways sometimes!)!  Can I change his opinion if I say that I SET THE MOLD for the bestest BC ever this year?! - even if I messed everything up (which I didn’t) – like one of dad’s old bosses (Bradley Mann is his name, dad is still waiting to see him broke down on the side of the road, Bubba suggested that dad pull up and say “Hey Buddy, need a lift?  Well stick a jack up your …” – don’t cross dad to Bubba) said about him – “that boy could break an anvil!” Optional Story Performance Appraisal2

Maybe a better way might be to compare all the league (err … I mean team) members against one another – we have stats and other objective things to do comparisons amongst one another … some are even published (though some are extremely irregular) and I’m always seeing those emails saying that “Annie” or “Bubba” hasn’t submitted this report or that report!  I mean really … I’m supposed to rate myself?  If dad’d just let us establish our own performance goals – or at least give us an opportunity to provide some input in establishing the goals – then dad’d have the absolute bestest rated crew of BC’s EVER (and the highest performers too!)!!!  Plus, we reckon it’s probably really important to rate us on the same criterion – what I mean is use the SAME BASIS for everyone, since we all do relatively the same job! 
If only we weren’t so humble! [iii]   This crew has ALWAYS given an honest day’s work for an honest day’s pay!!!!    OR TREATS!!!!!!!! 







Some food for thought with respect to Performance Appraisals … 


Inconsistent Ratings

Inter-rater reliability is generally very low between managers at any organization. What one manager considers to be "acceptable" performance, another may consider "not meeting expectations." This can be a challenge for any organization and is made more of a challenge in situations where the criteria used are subjective and not based on any measurable performance outcomes.

http://smallbusiness.chron.com/problems-performance-appraisals-1913.html
 

Problems When Managers Complete Performance Reviews
     
by Ruth Mayhew, Demand Media
Performance reviews are an essential part of the employee’s job satisfaction.  All employees want to receive feedback and the rewards that come with meeting and exceeding their employer’s expectations.  In an AllBusiness article, “Performance Appraisals: More Than Just Going Through The Motions”; the sentiment about performance appraisals is described as, “The yearly performance appraisal has become one of the most dreaded requirements for both employees and managers alike. What was once viewed as a valuable and reliable source of managerial feedback is now often seen as nothing more than a necessary evil to be conducted and concluded as quickly and painlessly as possible.”
http://smallbusiness.chron.com/problems-managers-complete-performance-reviews-1859.html
        







[i] When they discover the center of the universe, a lot of people will be disappointed to discover they are not it.
Bernard Bailey 

[ii] For God hates utterly
     The bray of bragging tongues.
       
Sophocles (496 BC - 406 BC),  

[iii] Believe in yourself!  Have faith in your abilities! Without a humble but reasonable confidence in your own powers you cannot be successful or happy.
Norman Vincent Peale (1898 - 1993)

 

 

 

 

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