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Services Offered
Services Details
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 | Job Descriptions |
In order to properly measure the performance of your employee and management team members they must know what is expected of them. Sterling Consulting Services can help you establish job descriptions for each position within your company. We use a state-of-the-art software to capture the information from both the employee and his/her immediate supervisor to accurately reflect the responsibilities of the position. This manner allows us to streamline the process of gathering information.
This will establish the "essential functions" of the position. Once these duties are established, in the job description, you have developed a tool which will enhance your ability to do the following in a much improved manner:
| Recruit appropriate applicants for open positions, |
| Help protect your company from ADA discrimination complaints, |
| Enhance communication between your supervisors and their employees, |
| Tie specific performance objectives to the essential functions of the job, |
| Help your company properly establish, in order of value to
the company, a wage/salary structure for all positions. |
| Make appropriate use of wage/salary surveys for similar positions, |
| Establish an appropriate performance and reward system of incentives. |
| Performance Appraisals |
There are a number of different styles or types of performance appraisal systems that are currently in use by companies. Some of which are: Graphic Rating Scales, Check Lists, Essay, Critical Incidents, Ranking, Behavioral Rating Scales and Management by Objectives. We, at Sterling Consulting are advocates of the Management by Objectives (MBO) approach. We will however, work with you on exploring any of the other styles if you are interested in a particular one.
Performance appraisals are an important function in the measurement of the performance of each employee as well as the overall company. It is a process when performed correctly enhances the opinion that your employees have of your company. People like to know how they are doing in their job performance. Also, it is a comforting feeling to employees and supervisors alike, to know that individuals throughout the organization are being held accountable for their performance.
There are currently debates going on over whether or not there should be a direct connection with the performance appraisal and the increase in wage/salary. Our feelings tend to lean toward the approach that there should be a direct connection, provided that the performance appraisal system is functioning properly and that it fits the culture of the organization.
| 360° Feedback Systems |
A recent addition to the appraisal and development arena is the 360° feedback instrument. This is where a supervisor, manager or employee receives an assessment on selected dimensions relating to the position and responsibilities by their peers, supervisor and subordinates. These assessments are then compared with how the individual rates themselves on the same dimensions. Many times this is a real eye opener for the individual being assessed!
Many companies are, initially, reserving this very powerful tool for development purposes only. Some companies have moved to using improvements in certain parts of the assessment instrument as a performance objective. This has been done particularly for supervisory personnel.
As with all assessment or performance measurement approaches, the proper explanation and education for those individuals being assessed is essential. Equally important is the approval and support of top management in your company. This process cannot be started without thought and planning. Nor can it be started abd then not finished. So, if you are interested in starting an appraisal approach, modifying your existing system or just discussing performance & reward systems in general, give Sterling Consulting Services a call.
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