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Eliminate the bias in performance management. It's an old story, but ever so true, an employee is "branded" and assessed as too old, or of the wrong race, or wrong sex, or disabled, or whatever, and their performance evaluation is not assessed objectively, making the employee a victim of discrimination. I've reviewed and approved nearly a half-million performance evaluations and can easily validate people learn differently and acquire and sustain proficiencies at different levels, people like NFL quarterback Tom Brady, track athletes Justin Gatlin and Allyson Felix, tech visionary Steve Jobs, and so many, many more!
For an example of a performance management analysis and projection, click here.
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EMPLOYER
|
# OF EMPLOYEES |
NUMBER OF PERFORMANCE REVIEWS / APPROVED |
| Reynos |
3,500 |
15,700 |
| Fremont Area Medical Center |
900 |
900 |
| Boeing / Jeppesen |
2,100 |
4,300 |
| Denver Public Schools |
17,600 |
105,600 |
| Denver Municipal Federal Credit Union |
55 |
110 |
| National Jewish Medical Research (Center for Immunology and Respiratory Medicine) |
1,500 |
5,100 |
| City of Dallas |
17,400 |
102,600 |
| Allstate Insurance Company |
60,000 |
50 |
| Kemper Insurance Company |
12,000 |
24,000 |
| |
|
258,360 |
| Indirect reviews (conducted by subordinate staff/peers) |
|
185,450 |
Total Reviews |
|
443,810 |
• Designed/developed/administered a wide variety of performance based merit systems in both public and private sector environments, profit and non-profit, union and non-union. For example:
• Designed selection assessment instruments and related tools in compliance with the Uniform Guidelines on Employee Selection, and trained management and staff how to conduct recruitment and selection, employee development, and performance management and assessment in compliance with employment law.
FOCUS: Train employees to "perform the job standard."
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