Assignment:
Discussion 1:
Please respond to the following discussion with 250 words:
Reflect on a past or present performance appraisal you received. Did the appraisal method support your career development or advancement opportunities? Would you have preferred not to have an appraisal? Did it cause you disengage based upon traditional career models?
Comment on your peers response:
M Cole) Even though we are supposed to have appraisals every quarter not all sections did them and most often they didn't go over much. In my old section I was told continuously not to worry about my numbers (how many awards I do a month) since I was new that it didn't matter. I found out what my requirement was and I always reached that goal. Then when my supervisor was doing my review she checked to make sure I was making my numbers! Good thing I didn't listen to her in the beginning. That was the only appraisal I had in the year I was there. Then I got a promotion and moved to my current section. My supervisor never misses an appraisal and he is very thorough in every area. I know exactly what he expects and if I'm having any issues he is always willing to help. My work recently switch the appraisal process to a new process. It is called the DPMAP. I work for the government and it is almost impossible to get fired! They may move problem people around but they won't get fired. Everyone knows this so it doesn't matter how bad someone is at their job because there are no consequences. Which is a good thing! We have a large number of people who just show up to work and collect a pay check. Here are some of the things our new policy includes:
DPMAP is a 3-tiered performance management program with the rating levels of "Level 5 - Outstanding", "Level 3 - Fully Successful" and "Level 1 -Unacceptable". Each performance element will be given a rating that corresponds to these levels. All elements are critical and will not be weighted. The overall rating will be calculated in the MyPerformance tool by adding together the individual ratings for each element and that sum will be divided by the total number of elements.
Supervisors must allow employees the opportunity to provide input into their performance elements and standards. While employees have the opportunity to provide input into their performance plans, supervisors are responsible for developing the performance elements and standards. Supervisors cannot establish performance elements and standards for team performance, only individual performance. Performance elements and standards must be written at the fully successful level using SMART criteria.
DoD Core Values, which form the foundation of the DoD performance culture are: "leadership, professionalism and technical knowledge through dedication to duty, integrity, ethics, honor, courage and loyalty". This aids in developing a common awareness and to reinforcing the individual contribution to the overall success of both the DoD and organization's missions.
There are three formal documented face-to-face discussions required under the new program - An initial performance plan meeting, one progress review and a final performance appraisal discussion. Additional performance discussions are highly encouraged throughout the appraisal cycle with a focus on enhanced employee engagement
To promote a culture of enhanced employee engagement, supervisors are highly encouraged to use the full range of awards and recognition options, both monetary and non-monetary, throughout the year for effective performance, and not wait until the end of the appraisal cycle. Supervisors should ensure their employees are aware of the various options. Be sure to check with your local Human Resources office to see what is available to you and your employees.
Discussion 2:
Please respond to the following discussion with 250 words:
With the increasing use of technology in the workplace, determine if workplace security is adequate to prevent a breach or cyberattack. Should security of company and employee information infringe on the personal freedoms of the employee or is there a reasonable trade-off between security of information and infringing on personal freedoms? Support your response with examples.
Comment on your peers response:
Debra Miskovsky) In today's world, a company has to be three paces in front of the next computer geek who wants to show they can hack a system. Where I work, you are not allowed to use the internet for anything other than work related issues. We also have an intranet that links all of the PLCB and this is only the network we use for work. Security is changing passwords every 20 dyas and we have to reboot all computers on premises every night before leaving. One, this is for updates, and two, this is for security. The programs are designed to do a cleaning on the computer once the system is rebooted and overnight the system is cleaned and restarted daily. We also have mandatory security online training.