Doty Quiz #3 - #5 - USM Forum -- Message Board

Date: Jun 19, 2006

Doty Quiz #3 - #5

Date: Jun 19, 2006

I'll leave #3 and #4 for others.

#5: Doty instituted a 1 to 5 scale. He told staffers that if they performed their job descriptions perfectly, they would receive a "3". Doty told staffers that for them to get a "4" or a "5", the staffers would have to work early and late, work weekends and holidays, and desist from taking sick leave and personal leave. Since then, the CoB has lost at least five staffers (out of ten). Good job, Harold.

Date: Jun 19, 2006

CoBster in Residence wrote:

I'll leave #3 and #4 for others. #5: Doty instituted a 1 to 5 scale. He told staffers that if they performed their job descriptions perfectly, they would receive a "3". Doty told staffers that for them to get a "4" or a "5", the staffers would have to work early and late, work weekends and holidays, and desist from taking sick leave and personal leave. Since then, the CoB has lost at least five staffers (out of ten). Good job, Harold.

A little help for you:

Performance evaluations, like other personnel management functions, must be job-related. One of the most job-related approaches toward performance evaluation is known as behaviorally anchored rating scales (BARS). BARS has a relatively low rate of rater error and that BARS is relatively effective in fostering communication between employees and supervisors about job performance.

BARS is based on statements (behavioral anchors) about job behavior and worker activity that is under the control of the employee being rated. These statements are attached to scales in order to rate performance as good, fair, or poor.

The development of a BARS system relies on a panel (or panels) of incumbents, supervisors, clients, and others familiar with the job.

Date: Jun 19, 2006

regis wrote:

4. What did Doty say to the female assistant prof who turned in her resignation in Spring 2006?

"Shame on you, ----."

Date: Jun 19, 2006

grandma mima wrote:

CoBster in Residence wrote: I'll leave #3 and #4 for others. #5: Doty instituted a 1 to 5 scale. He told staffers that if they performed their job descriptions perfectly, they would receive a "3". Doty told staffers that for them to get a "4" or a "5", the staffers would have to work early and late, work weekends and holidays, and desist from taking sick leave and personal leave. Since then, the CoB has lost at least five staffers (out of ten). Good job, Harold. A little help for you: Performance evaluations, like other personnel management functions, must be job-related. One of the most job-related approaches toward performance evaluation is known as behaviorally anchored rating scales (BARS). BARS has a relatively low rate of rater error and that BARS is relatively effective in fostering communication between employees and supervisors about job performance. BARS is based on statements (behavioral anchors) about job behavior and worker activity that is under the control of the employee being rated. These statements are attached to scales in order to rate performance as good, fair, or poor. The development of a BARS system relies on a panel (or panels) of incumbents, supervisors, clients, and others familiar with the job.

However, research on BARS compared to other forms of PA shows that BARS increased PA validity by only about 5%.

Date: Jun 19, 2006

regis wrote:

3. What set of parliamentary procedures does Doty like to use in meetings? 4. What did Doty say to the female assistant prof who turned in her resignation in Spring 2006? 5. What rating system did Doty implement to evaluate staff members in the CoB?

I can only suppose that all of these quizzes are just attempts to re-hash previous threads/posts concerning Doty.

Seems a bit unnecessary to me.

Count