Evaluation, Staff Development And Collective Bargaining Essay Sample

The employee evaluation plan is important because it provides information necessary for the further improvement and development of services which consequently helps to facilitate the choice of appropriate courses of action within an institution. It furthermore gives a clear indication on whether or not set goals are being met. Evaluation provides data on how the different constituents of a project are working for continuity in its improvement. Equally important is the fact that the evaluation helps to provide or new information and insights called “unanticipated consequences”. Data acquired from the evaluation will furthermore provide an avenue for effective communication with all the relevant stakeholders. As a result, they will be allowed to talk about their work experience. This will help to gauge the employee satisfaction level which will consequently help to make all the necessary appropriate changes. It will furthermore give the management a directional perspective for senior decision making. Employees will therefore benefit from the subsequent development of a diverse and globally competitive that is well-prepared and engaged in proper service delivery. They will similarly benefit from the provision of accessible information bases.
For the inclusion of a formative evaluation, there will be a check to ensure that the components and programs are in operation in accordance with the proposed plan of the implementation evaluation. To ensure that the evaluation will be summative, due consideration will be given to unexpected outcomes, the findings which often appear during the collection or analysis of data. If for example, there will be a case of a relationship between attrition and professional development. The results will suggest the introduction of new requirements for all the participants (Blank, 1993).
The performance improvement plan will include the following, an identification of all the distinct deficiencies together with a listing of areas recommended for growth amongst the different employees. This will be together with an inclusion of all the measurable goals needed for the improvement of the workplace deficiencies to become satisfactory. Specific professional activities steered towards development will also be included as well as the specific resources needed for the implementation of the plan. All these will help to ensure that the evidence and procedures are collected to help determine the goals and the plans that have been made. Employees will be informed about the performance improvement system and made to understand how it will affect them and the responsibilities expected of them. There will similarly be a provision of training for supervisors and managers to make sure that they are fully with the necessary tools, resources and skills for success (Blank, 1993).
There will furthermore be accurate assessments on the employee performance which will guarantee the success of the performance improvement program. This will help to provide accurate and honest assessments of the employee performances which will be based on the articulated performance benchmark standards that will effectively distinguish the performance of the employees in terms of their performance elements.
Some of the signs for marginal performance which is the failure of an employee to perform a job at a level that is acceptable include the following. They include evidence of missed deadlines, inadequate proficiency, productivity, dependability and responsibility to articulate personal performance evaluation to former employees together with the failure of performing work assignments.
High-quality professional development often occurs as a result of a stable and strong leadership and is usually more likely to be sustained when incorporated into the collective bargaining instruments and policy language which steer daily operations. Without a supportive policy language, it is difficult for good policy language to be maintained. It is generally believed by taskforce members that comprehensive systems of professional development are supported best through distinct and explicit (Papatheodorou & Tsakonas, 2009).
Policies therefore provide sustenance and guidance for professional implementation and learning. Some of the local productive relationships include sound policies of the state, effective productive practices and local contract language among the state policy makers and the state.
Policy making will also support the professional development for effective employee achievement. According to an analysis of the relationship that is existent between economic growth and employee performance, there is an underlying economic growth. There is therefore need for government investments to focus on the quality of employee performance due to its powerful effect on the economy.
Employee performance is therefore most likely to be improved by the radical improvement in the operations of the management board. The Organization for Economic Cooperation and Development has a highlight on the significance of professional development when it functions as a policy lever used to improve employee performance and development. In the education system for instance, the education system which is a key professional development, has teachers as the policies levers. Kirkpatrick (2006) noted in a research synthesis on professional development that “to ensure an effective tool in the professional development of the employees which results in double probability then there is need for the increasing body policy makers to start recognizing the significance of policies in numerous different institutions”. Therefore, the state regulations and policies will contain the standards for professional development like the definition of the characteristics of professional development that will ensure quality and consistency of professional learning. There will also be a specification of how the state will conduct assessment and monitoring in the implementation of the standards. Furthermore the plan will contain a clarification of how the data gathered from the assessment will be used for the improvement of professional development. This will be together with a description of the support the state will receive as a result of the implementation the standards for development.
The policies and collective language for bargaining for professional development will consequently help in the establishment of routine times within the contract during the day with a deadline of at least multiple times yearly and a couple of hours in week for professional training. Employees should also be observed to spend more time pursuing in-depth understanding of their responsibilities to planning and development. Aspects like payroll deduction will affect the hiring and firing of employees and hence a reduction or increase in the number of workers.
As a result, regulations, rules, policies, practices and procedures will be in effect to deal with issues concerning hours of work, wages, terms and conditions of the employment.

References

Blank, R. (1993) Developing a System of Education Indicators: Selecting, Implementing, and
Reporting Indicators. Educational Evaluation and Policy Analysis, 15 (1, Spring): 65-80.
Kirkpatrick, D. L. (2006). Improving employee performance through appraisal and coaching. New York: American Management Association.
Papatheodorou, C., & Tsakonas, G. (2009). Evaluation of digital libraries: An insight into useful applications and methods. Oxford [England: Chandos Publishing.