Performance Evaluation and Development Systems
 Associates in Applied Psychology provides consulting services in all facets of performance evaluation and development. The performance systems we build are constructed around the principles and research of achievement motivation and cognitive-behavioral learning theory.
The topic of performance evaluation is often thought of primarily, or even exclusively, as a platform to support merit pay decisions. While merit pay is certainly one important reason for having a solid performance evaluation program, there are other benefits which are at least equally salient. A comprehensive performance evaluation and development system can:
- Provide a rational process for solid decision-making in personnel dispositions (pay increases, promotions, demotions and terminations)
- Prevent, or otherwise support a defense against, legal and regulatory actions in response to negative personnel status changes (pay adjustments, demotions, etc.)
- Create a framework for progressive counseling and discipline to “salvage” problem employees
- Improve the organization’s performance focus by translating the broader goals of the organization into “cascading” divisional, departmental and unit performance objectives that ultimately assume the form of individual objectives
- Develop individual employees by way of a structured learning framework based on competencies and goals.
While we are prepared to consult separately on each of the individual components of a full-blown performance evaluation system, a full complement of performance system elements would include:
- Measurable accountabilities associated with each position
- Annual timeline objectives
- Organization-wide competencies
- Occupational grouping competencies
- Policies and procedures for on-going system administration
- Training and communication for both the incumbents to be rated and managers conducting reviews to facilitate not only the review process but people development.
Associates in Applied Psychology regards program communication and training as, perhaps, the most important elements of the performance evaluation and development system. We believe that when properly designed and executed, these components have the potential to:
- Create a broadly shared sense of mission, goals and pursuit of organization success
- Establish a strong foundation for employee development that supports career advancement and internal talent cultivation per succession.
Our design approach for communication and training is based on an eclectic and empirically-based blend of behaviorism, cognitive psychology and social psychology. Our central objective is to position and educate supervisors and managers for the process of effectively coaching the incumbents who report to them so as to optimize their personal growth and development.
All performance evaluation and development consulting is designed and managed by Charles F. Schanie, Ph.D. Dr. Schanie has more than two decades of experience in performance evaluation and development. Over the course of his career he has conducted more than two dozen projects in this area. His clients in performance evaluation and development consulting have included: Blue Cross Blue Shield/Anthem of Kentucky, James Madison University, APTechnoglass and Metro Lexington (Ky) Government.
We welcome all requests for proposals (RFP’s) for human resources services. And if for some reason you don’t need a full-blown project, but would like some over-the-shoulder support or hand-holding, we’re prepared to consult with you on an ad hoc basis at our daily consulting rates.
Call us today at 502-584-2112 for a free telephone consultation on your current needs in performance evaluation and development.
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