PHASE CONSULTINGPhase Consulting | Team Coordinator: | Senior Project Professor Keith WadeDeVry University Online | 10/07/2012 | |

Phase Consultation has reviewed information from the CanGo intranet, and information regarding operations. Phase Consulting has assigned the following to overview some of the issues that were found. The following staff was assigned to report on the concerns that Phase Consulting found during our evaluation; Maria Richardson - Performance Evaluation, Cynthia Walton - Opportunity Cost & Trade-Off, Kori Scott – How to expand current employee job descriptions "basically to fill in the gaps", and DaMara Stearns - How to Invest. In the following pages, Phase Consultation reviews solutions to the issues that have been found and could assist in increasing bottom line profit margins.

Employee Performance Evaluation Performance evaluation goals are task that are given to each employee with expectations to achieve the work in a timely manner without problems nor complications that may occur and hopes for excellent end results. Competencies are described or defined on how employees can complete individual task, the employee’s behavioral attitude that he or she uses as they fulfill the given ask and deliver the end results are important to document (Heathfield 2012). When it is time for CanGo to conduct an employee’s performance evaluation, the coach or manager conducting the evaluation can’t start by discussing any or all problems that was observed by employee’s performance. The employee should be individually addresses on each problem and never discuss new problems unless the coach or manager has accurate information or thoroughly investigated the issue.
The end results when CanGo sets goals on employee’s evaluation, competencies are not mutually exclusive. For example: An employee who has outstanding achievement results, but along the way had difficulties with other co-workers and left a bad example for her or himself along the way especially if the employee had problems with maintaining the end results over the time that was required and also needing constant need of help. Another good example is an employee that happens to have outstanding performance and maintained excellent interpersonal relations but does not deliver the end results and undermines the co-workers performance as a team. The best way to determine what employee does what he or she is told is by documenting the employee’s performance and asses it accurately. CanGo can use or follow an effective employee evaluation frame work that will help discuss employee problem: Positive employee performance evaluations recommendations 1. Individually discuss the employees performance problem 2. CanGo can reinforce the employee’s standard performance 3. Developing plans of improvement by implementing goals 4. CanGo can work as a team, offer help 5. Alternate with both negative and positive comments. 6. Emphasize ideas and uniqueness of each employees potential

Effective Employee Performance Evaluation goals
Performance Feedback
Performance Feedback
Set Goals
Set Goals

Development &
Organizational Improvement
Development
&
Organizational Improvement

Job Satisfactions
Job Satisfactions
Positive Goals
Positive Goals

Promotions
Promotions
Numeric Ratings
Numeric Ratings

1. Setting goals end results on timelines and accuracy will help the employees to stay focused and energized. 2. Performance feedback can be both positive and negative; the positive feedback will help boost employee’s confidence and help improve with his or her productivity performance. The feedback will give the employee a since of being appreciated on his or her efforts to being recognized inspiring him or her to contribute better. With negative feedback it’s important to communicate with that employee, create awareness and help motivate the employee to improve. 3. Development