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dc.contributor.advisorShields, Patricia M.
dc.contributor.authorKarimi, Jordan ( )
dc.date.accessioned2019-05-06T15:51:34Z
dc.date.available2019-05-06T15:51:34Z
dc.date.issued2019-05
dc.identifier.citationKarimi, J. (2019). An assessment of performance appraisal policies in the State of Texas. Masters of Public Administration, Texas State University, San Marcos, TX.
dc.identifier.urihttps://digital.library.txstate.edu/handle/10877/8131
dc.description.abstractPerformance appraisals determine promotions, demotions, and overall performance-based accolades. As such, they are highly regarded by both employers and employees alike. Systems provide platform for the institution and the employee to determine where they fall in regard to their overall presentation. This key piece of company legislature is vital in determining the employees merit and general utility. A positive performance review could expedite an employee’s prospects and upward mobility within said company. A deleterious appraisal could result in termination at worst. Despite these overwhelming prospects, one state in particular has determined that keeping employees informed of such updates negligible. In fact, the majority of Texas municipalities failed to enlighten its employees about performance appraisal processes in place. This remains true for Texas cities of all sizes. This is largely attributed to the unfortunately underwhelming motive that these imperative policies in place within the company’s handbook are either omitted entirely or haphazard and unclear. Regardless, there is no appropriate excuse for such negligence. However, understanding the explanation for such ill-fated infrastructure foreshadows an ominous future for employees. Without understanding both the timeline and purpose for employee appraisals within a company, both the employee and company fail to acknowledge a crucial opportunity to align one’s mission within the workspace. Without the blueprint for employee navigation into the company, they are set up for downward mobility or lateral movement at best. Personnel and organizations both need to recognize this dynamic opportunity for growth and cultivation of their mission at this fragile time in an employee’s development within the company. These policies should be created with a sense of urgency, as there is no time to waste when the future of an entire workforce is at stake. In fact, nearly 66% of the sample did not have a performance appraisal policy listed in the employee handbook. This means that a whopping two-thirds of the existing workforce in the lone star state is ill-equipped to find the policies which cover important processes needed to effectively measure their performance to enhance overall job satisfaction and upward mobility.en_US
dc.formatText
dc.format.extent94 pages
dc.format.medium1 file (.pdf)
dc.language.isoenen_US
dc.sourceAn Applied Research Project Submitted to the Department of Political Science, Texas State University, in Partial Fulfillment for the Requirements for the Degree of Masters of Public Administration, Spring 2019.
dc.subjectContent analysisen_US
dc.subjectPerformance measurementsen_US
dc.subjectPerformance appraisalsen_US
dc.subjectPerformance appraisal policiesen_US
dc.titleAn Assessment of Performance Appraisal Policies in the State of Texasen_US
txstate.documenttypeResearch Report
dc.contributor.committeeMemberInbody, Donald
dc.contributor.committeeMemberCordero, Ray
txstate.departmentPolitical Science


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