The performance management process at the Balme Library

      As in the case of many other modern university libraries worldwide that face resources challenges and the need to serve an increasingly diverse customer base, the Balme Library has implemented numerous initiatives. One such initiative is a performance management system. However, several of the components of the performance management process at the Balme Library are in need of improvement. First, there is no evidence that a systematic job analysis was conducted for any of the jobs at the library. Second, the forms that the employees are rated on contain vague items such as “general behavior.” The forms include no specific definition of what “general behavior” is or examples explaining to employees (or managers) what would lead to a high or a low rating in this category. In addition, all library employees are rated on the same form, regardless of their job responsibilities. Third, there is no evidence that managers have worked with employees in setting mutually agreed-upon goals. Fourth, there is no formal or informal discussion of results and needed follow-up steps after the subordinates and managers complete their form. Not surprisingly, an employee survey revealed that more than 60% of the employees have never discussed their performance with their managers. Finally, employees are often rated by different people. For example, sometimes the head of the library rates an employee, even though he may not be in direct contact with that employee. Based on the above description, please discuss the following questions in the blog/discussion threads, ensuring that you are succinctly articulating your thoughts and responses. You are also encouraged to solicit responses from your peers and provide critical responses or concurrences to their viewpoints. Identify one component in the performance management process at the Balme Library that has not been implemented effectively (there are several; choose only one and discuss; you are encouraged to provide thoughtful dialogue to the component discussed by your peers). Describe how the poor implementation of the specific component you have chosen has a negative impact on the flow of the performance management process as a whole. Students are encouraged to agree of disagree with the responses of their peers and provide supporting rationale.