Support Staff Performance Appraisal: Fill & Download for Free

Out of 20 or so engineers I managed in my first supervisory job, one deserved a 10. One deserved a -5.On a scale of 1 to 5.My first supervisory job was as a manager of a group that averaged 7–8 engineers at any one time. There were 30–35 engineers of various disciplines at my company, the oil and gas subsidiary of a Fortune 500 utility.As with most big companies, we conducted annual performance appraisals. Each employee was ranked 1 through 5, suggesting performance fits a bell curve. In practice, we broke the curve. Most everyone was a 3 or a 4.The rankings dictated promotions, raises, bonuses, and who would be shown the door.The system sucked.As I came to learn during my 8 year tenure in that job, human performance/effectiveness isn't allocated on a bell curve. As Taleb would say, the performance curve had “fat tails” that standard deviation failed to describe.Out of 20 or so engineers I managed on that job, 18 more or less fit the curve. Two stood out, a -5 and a +10.Minus 5 was a guy who was so ineffective at his job that invariably a more talented engineer would have to be taken off other assignments to fix what Minus 5 had screwed up. Minus 5’s work could not be trusted and his recommendations were not sound, so it made my job as a manager more difficult, either double-checking his work or backfilling his mistakes.Plus 10 was a guy who anticipated management’s questions, and addressed them prior to making presentations. He was never caught flat-footed or unprepared. Work was always consistently done, which made checking it a breeze. Most importantly, his work habits and methods were so disciplined, and innovative that it was obvious to the staff he worked with: He made the other engineers and the support staff better at their jobs, whether with sharing his work, or merely by the example he set.So that's my insight. Engineers usually do not work in a vacuum. We may not seem all that social, but there is an important social dynamic at play among a group of engineers. Weak engineers are usually overconfident and oblivious to others. Strong engineers work to make the group stronger, and thus multiply their impact on an organization.One warning about the good ones: In my experience they do not suffer fools gladly. Caveat ignoramus.

Yes…. Quite a few actually but I would recommend Sentrifugo . It is well documented, supported and does not have any costs hidden or otherwise for any modules.Hope this helps .

No.I never shouted at anyone, but a manager once made a very stupid, thoughtless and dangerous decision that jeopardised the sanity of one of his workers. I found myself dealing with a missing girl, who was subsequently found and who, when I called her, threatened to commit suicide on the phone.I talked her into coming into the HR department, and then took her boss aside and spoke to him quietly and out of ear shot. I told him that he should never write comments about staff performance in his diary, where it could be seen and misunderstood and also re-appraised him about the girl’s life situation.She was under-age, had a few days earlier, walked into her mother’s bedroom and found her dead on the floor, and her father, who was clearly off the rails himself, had invited his daughter, unthinkingly to spend her leisure hours, when he could not supervise her, in the company of the prison mates in the prison where he worked as a prison warden. Her actual apartment was a shared thing, and we had only just found out that her flat ‘mates’ were shooting up heroin.OMG.I was trying to secure alternative accommodation for her at the time, and fast, which we managed a day later, but she was not psychologically well at all, grieving and in desperate need of consolation and support. Any critique of her work needed to be handled better.The manager concerned, was someone I really liked and respected, but I was a disappointed that day. As I spoke to him, I saw, with some alarm, that my words were clearly hitting home and to a degree that I had not expected - he was on the verge of blubbing when I said “I don’t want to work somewhere where this sort of stuff goes on. Please change this - for the better. We need it.”It was a bold move and he could have had me thrown me out (possibly) - because he was more senior than I was. I was junior management and dealt with the entire management issue alone that day - all other managers were out.I’m glad the young girl was moved into a better situation, and of managing the challenge presented that day well enough, but I don’t mind admitting that when I got home, and after it was all over, I was exhausted: the situation had lasted hours, actually, and taken up most of my day to resolve, consisting of an exhaustive search; a delicate call to her father and other contacts; as well as calling HR; her boss; and leaving messages for my boss etc.