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The respondents stated issues such as, “Too time consuming—our jobs do not give extra
time for this.” They also suggested numerous times to “simplify documentation,” and
that “the forms are too complicated.”
Eliminate
The Eliminate category includes responses that encourage abolishment of the
Performance Management Plan. This category accounts for nearly 20% of all responses
given for this question. Many responses commented that the program needed to be
eliminated because of the lack of benefits. Two responses suggested the program be
eliminated and the old evaluation system be reinstated. One response implied the
program should not have been implemented, stating, “I believe that instead of
implementing such a program as this, he could save a lot of time and paperwork just take
care of those employees that do not have a good ethics at work and keep it as usual for
employees who do a good job.”
Training and Follow-Through
The Training category is comprised of responses that expressed a need for more training
for supervisors before implementing the Performance Management Plan. This category
accounts for nearly 20% of all responses given for this question. Responses in this
category indicated that their supervisors were not trained enough to execute the
Performance Management Plan. One response stated that an area for improvement was,
“Supervisor training on the Performance Management Program.” Three responses
suggested that the program would be more effective if it was mandatory for employees
and supervisors. One respondent said, “Force people to take time to do this.”
Communication
Approximately 18% of the responses indicated that communication is an area needing
improvement in the Performance Management Plan. The Communication category
includes responses that indicated that more communication would help explain the
program and would benefit the entire process. Responses in this category also suggested
that a higher level of responsibility, commitment, accountability, assurance, and goal
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