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Performance Evaluation for Supervisor
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Performance Evaluation for Supervisor
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I need to write an evaluation for a supervisor who is very competent, does everything expected of him, and keeps all deadlines. The problem is one of personality. He is arrogant and supercilious and t
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Performance Evaluation for Supervisor
posted at 5/29/2009 11:33 AM EDT
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Posts: 3
First: 5/29/2009 Last: 6/1/2009 |
I need to write an evaluation for a supervisor who is very competent, does everything expected of him, and keeps all deadlines. The problem is one of personality. He is arrogant and supercilious and takes it upon himself to write e-mails about his (often-wrong) assessment of various aspects of the organization. He has tunnel-vision and is absolutely convinced he is correct and spreads his mis-information. He fulfills all the requirements of his job; how do I fit in that he's an obnoxious boor? My concern is with sucession planning; on paper he looks very good, but in reality he is a disaster. Thanks. |
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Performance Evaluation for Supervisor
posted at 5/29/2009 12:01 PM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
I am assuming he works for you.
The truth is always your best defense and if you can document these behaviors then you should use them in the appraisal as such. Understand that this is probably the kiss of death for this supervisor in your organization. |
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Performance Evaluation for Supervisor
posted at 5/29/2009 2:34 PM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
Too funny...See HRPro, I made the opposite assumption..that this was the poster's supervisor (360 review) and it would be a kiss of death to write any of that down on a review.
The question I would have if you are his supervisor has he been told anything about this in the past? I personally firmly believe that NOTHING on an employee's review should come as a surprise to a subordinate. Therefore at the time of the emails, I would have said something then, especially if he is undermining superiors and/or company policies. |
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Performance Evaluation for Supervisor
posted at 5/30/2009 7:42 AM EDT
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Posts: 3
First: 5/29/2009 Last: 6/1/2009 |
No, I am doing the evaluation for HIM - he works for me. Good point about not springing the comments in an annual eval; he just did something particularly egregious the day before I got his eval form to complete! I guess I will give him a good evaluation, but mention the untoward behavior, to set the stage for next year if he doesn't clean up his act. |
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Performance Evaluation for Supervisor
posted at 5/30/2009 10:56 AM EDT
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Posts: 1771
First: 10/24/2002 Last: 9/14/2011 |
You really want this toxic person to stay for another year??? My reco would be to tell him exactly what he's doing wrong, and give him three months to clean up...and when he doesn't (guaranteed - he won't), fire him. |
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Performance Evaluation for Supervisor
posted at 5/30/2009 2:08 PM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
If the conduct has been ongoing and something has previously been said to him I don't understand why yopu wouldn't put it in his eval.
However, assume he wasn't told anything. You can give him his "usual" eval, write him up under your performance corrective action process and haqve a short term timeframe plan of correction before next steps or termination; absent a contract or policy you have that says differently. |
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Performance Evaluation for Supervisor
posted at 5/30/2009 4:49 PM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
If he hadn't done that right before the evaluation, what type of eval would you have given him? Was it already bad enough to terminate without a performance improvement plan? If so, get rid of him.
But I agree with the others in the fact that I would bring it all forward now and expect an immediate change or he would be gone if it is truly that bad. No need to wait a full year. That just exacerbates the problem of not supervising/disciplining throughout the year. It shouldn't take a whole year ... if it does then the tail is wagging the dog. |
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Performance Evaluation for Supervisor
posted at 5/31/2009 9:05 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
I once had a very wise boss tell me that people get fired not for what they do or don't do, but HOW they do it. In other words, the person has to fit in reasonably well as a team member. Obviously this person doesn't fit in - and the longer you wait to address this (including termination), the more of a problem you'll have doing it. The question that would be asked, and preferably not in front of a jury, would be "Why was behavior which was apparently acceptable for X years suddenly not acceptable?" |
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Performance Evaluation for Supervisor
posted at 6/1/2009 7:02 AM EDT
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Posts: 3
First: 5/29/2009 Last: 6/1/2009 |
Ah, you have gotten to the heart of the matter. As a new manager, I am confronted with all sorts of egregious behavior that has been tolerated prior to my tenure. The previous management philosophy was the "warm body" school - we have a warm body to do the work, he isn't THAT bad, so ignore what you can. Obviously not MY philosophy!! |
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