Performance Appraisal Instrument Research Articles

Development of a comprehensive performance appraisal instrument using Behaviorally Anchored Rating Scales and Fuzzy TOPSIS

Performance appraisal is an important phase in human resource management where organizations assess the job performance of their employees. A good performance appraisal needs to be fair, objective and constructive, be based on specific examples of the employee’s work, and should provide clear and actionable feedback. The appraisal should also be timely, and it should be used to help the employee develop and improve their performance. In this paper, we developed a comprehensive performance appraisal for use in various manufacturing industries. Assessment criteria for the instrument were identified using Behaviorally Anchored Rating Scales (BARS) based on specific examples of behavior to assess employee performance. The criteria were weighed using Analytical Hierarchy Process (AHP), and then used to evaluate employee’s performance using Technique For Order Preference By Similarity To Ideal Solution (TOPSIS). Two case studies were selected as the implementation of the developed instrument. We claimed that the proposed instrument was objective, comprehensive, accurate, motivating and much better than the existing performance appraisal instrument currently used in both case studies.

DEVELOPMENT OF PERFORMANCE APPRAISALS AS AN ALTERNATIVE TO MEASURING CRITICAL THINKING SKILLS IN ELEMENTARY MATHEMATICS LEARNING

This study aims to produce a performance assessment instrument as an alternative to measure critical thinking skills in elementary mathematics learning. This study describes the process of developing assessment instruments and rubrics used to measure critical thinking skills in grade IV elementary school mathematics learning. This research was conducted in elementary schools in DKI Jakarta. The development of performance appraisal instruments as an alternative to measuring critical thinking skills in elementary mathematics learning is research and development (Research and Development / R &D) using mixed methods research. The model used in this study is the ADDIE development model (Analyze, Design, Development, Implementation, Evaluation). This research has just been carried out with the stages carried out in this study Analyze, Design, Development, and Implementation. Data collection using non-test techniques, namely interviews and product assessments. Data was analyzed using descriptive analysis techniques including expert judgment conducted by material experts (elementary mathematics learning), learning evaluation, and language. The calculation of validation results using Aiken's statistics and instrument reliability is inter-rater reliability calculated using the Hoyt variance technique. VProduct feasibility alidation in terms of material, construction, and language aspects. The results of the analysis show that all instrument items are valid with a reliability coefficient of 0.98. The feasibility test results showed that the average feasibility of material aspects was 86.7%; construction aspect by 92%; and the language aspect of 90.7% with an overall average of 89.8%. These results show that the performance assessment instrument as an alternative to measuring critical thinking skills in grade IV elementary mathematics learning is categorized as very feasible. Thus, this instrument can be used in grade IV elementary mathematics learning.

Mathematical Performance Assessment Instrument at SMK Mega Link Majene, Indonesia

One of the stages of assessing skills in mathematics is using a performance appraisal instrument, scoring guidelines, and analyzing the quality of the instrument. Mathematical performance assessment tests are carried out through practical methods to assess the learning process on matrix material. This research develops a math performance assessment test on maple application skills, especially on matrix material. The performance assessment test includes using the maple application to understand concepts and solving matrix problems that are carried out before and during the process of practical activities using the maple application. Based on the results of the research analysis obtained, aspects of how to open maple applications in general, there are few mistakes made by students. They include the use of pallets, typing directly, the use of linalg without mistakes, the use of the evaluatem command without, and the correctness of the work.

APPLICATION OF PRINCIPAL COMPONENT ANALYSIS METHOD ON TUTOR PERFORMANCE ASSESSMENT INSTRUMENTS WITH JEFFREYS'S AMAZING STATISTICS PROGRAM FORMULA

Producing tutor performance appraisal instruments is a practical step to improve the quality of human resources and the quality of non-formal education units. This instrument development research aims to produce a standard instrument for assessing tutor performance by involving 250 tutors as respondents when conducting an empirical test by filling in 33 questions representing 11 variables. Data on instrument filling was then analyzed using the formula of Jeffreys's Amazing Statistics Program (JASP) version 16.3. After the instrument met the requirements of factor analysis, an analysis was carried out using the PCA method the results in general the tutor performance assessment instrument had formed eleven main components with various sub-variables of each component such as seven sub-variables, three sub-variables, two sub-variables and one sub variable with matrix values. high correlation, so that the tutor's performance assessment instrument is suitable to be used to assess the tutor's performance.

DEVELOPMENT OF CTL-BASED PERFORMANCE ASSESSMENT INSTRUMENTS ON SIMPLE HARMONIC MOTION TOPIC

This development research aims to produce a valid and reliable Contextual Teaching Learning-based performance appraisal tool. The development design uses ADDIE (Analyze, Design, Develop, Implementation, and Evaluation). The performance appraisal step is carried out in 4 stages, namely 1) the preparation stage: determining competence, determining scoring guidelines, adjusting teaching materials, making instrument grids and making assessment items, 2) Implementation stages: conducting expert validation tests and field tests) 3) Stages scoring 4) Reporting stage. The results showed that the Contextual Teaching Learning-based performance appraisal instrument which was validated by instrument experts obtained a total result of 85.7% with a very good category. The results of the field test by 33 students of class X MA AL Aisyah showed very high validity and reliability and obtained 31 valid items and 4 items were declared invalid. The value of rtable = 0.361 with a significance level of 5% validity test using Cronbach's alpha obtained rcount = 0.89 this proves that the instrument is in the high category. So that the Contextual Teaching Learning-based performance assessment instrument on simple harmonic motion material is feasible to use.

Development of Lecturer Performance Assessment Instruments through the Plomp Model in Higher Education

This study aims to examine the process of developing performance appraisal instruments and descriptions by referring to the lecturers of the Mathematics Tadris Study Program IAIN Palopo and analyzing their responses. This type of investigation uses research and development (Research and Development). Four phases follow it in the Plomp development model: the first phase, which is investigation-based; then there is the design phase; then there is the realization phase; then there are the test and evaluation phases. And finally, there is a revision phase. The results showed that the percentage of lecturers' performance by category, namely 14.28% was in the very high category, 57% was in the high category, 28.72% was in a low category, and 0% was in the deficient category. This shows that maximum efforts are needed to improve the performance of lecturers so that they are even more optimal in the implementation of the tri dharma of higher education in the Mathematics Tadris Study Program IAIN Palopo. This study implies the importance of understanding the performance appraisal mechanism for each lecturer so that it can be used as a basis for improvement and career development.

Pengembangan Instrumen Penilaian Unjuk Kerja dalam Kegiatan Praktikum pada Pokok Bahasan Fluida Dinamis Kelas XI SMA

This research has been carried out to develop performance evaluation instruments on the subject of dynamic fluid physics subjects in class XI MIA III SMA Negeri 1 Bolaang which were developed. The method used in this research is research and development (research and development). The subjects in this study were students of class XI MIA III in the academic year 2019/2020, amounting to 35 people. The instrument used in collecting research data was divided into two, namely the validation format of the performance appraisal instrument to obtain valid data and the teacher's questionnaire response format to obtain effective data. Based on the validation data of the revised performance appraisal instrument 2 times, the performance appraisal instrument fulfills a valid category with an average score of 0.79, and the teacher response questionnaire fulfills a valid category with an average score of 0.80. This indicates that the performance appraisal instruments developed are perfect and feasible to use.

Usefulness of Internal Business Process (IBP) Perspective in Performance Appraisal using Balanced Scorecard of Objective (BSCO) As An Alternative To Staff Performance Appraisal and Development (SPADEV) Reporting System in the Civil Service of Lagos State, Nigeria

Appraising employee performance from the perspective of Internal Business Process (IBP) perspective is a dimension of performance appraisal exercise that is not only misunderstood but neglected or given little or no attention. Evaluating performance based on IBP benchmarks and established milestones using the Staff Performance Appraisal and Development (SPADEV) reporting system in the Civil Service of Lagos State, Nigeria is counter-productive. Lack of unambiguous rules and unwritten codes of conduct in basic organizational operating environments give rise to vague performance appraisal mechanisms, processes and outcomes. These reasons contributed to the inadequacies of the Annual Performance Evaluation and Reporting (APER) system previously used in the Civil Service of Lagos State, Nigeria and also constitutes a threat to the effectiveness of the Staff Performance Appraisal and Development (SPADEV) Reporting System. This comparative study examined the Effect of Internal Business Process (IBP) perspective on Performance Appraisal using The Balanced Scorecard of Objective (BSCO) Method or The Staff Performance Appraisal and Development (SPADEV) Reporting Method in the Civil Service of Lagos State, Nigeria. Descriptive survey design was adopted for this study with Key Informant Interviews (KII). The population comprised fourteen Ministries, the Civil Service Commission (CSC), and the Office of Transformation, Creativity and Innovation (OTCI) with total staff strength of 7,555 in the Lagos State Civil Service. Utilizing Taro Yamane’s sampling technique, a sample size of 380 participants was arrived at, with a thirty percent (30%) addition (to enhance the confidence level and response rate). A self-developed structured questionnaire was used to collect information about variables that formed the basis for assessing the appraisal instruments, BSCO and SPADEV; from the perspective of the level of appropriateness (App). The questionnaire was validated, yielding a Cronbach’s alpha coefficient of 0.830. A total of 494 copies of the questionnaire documents were distributed, with a response rate of about 75%. In addition, two Commissioners and a Director General were interviewed, using interview-guide. Data from the questionnaire were analyzed using descriptive and inferential analyses (p=0.05) while data from the interview were content- analyzed. Findings revealed that there was significant difference (p<0.003) between BSCO (IBP: = 7.20) and SPADEV (IBP: = 2.84) for criterion variables assessing the appraisal instruments. Furthermore, analysis of KII revealed BSCO appraisal method to be superior to SPADEV method of appraisal. The study concluded that evaluating employee performance from the Internal Business Process perspective (IBP) using the BSCO is more viable than SPADEV with consistently significant difference for all variables used in assessing the appraisal instruments. It is therefore clear from the study that there is a significantly positive effect of the Internal Business Process (IBP) perspective in BSCO as an alternative to SPADEV. It therefore recommended that the IBPP should be used in BSCO as an alternative performance appraisal instrument in the Lagos State Civil Service.

Study of Learning Implementation Sports Physical Education and Health in Lumajang Health Vocational High School

This research aims to study how the learning planning and implementation of Physical Education, Sports, and Health learning can be used as evaluation material to improve Physical Education, Sports, and Health learning in schools. This research is action research with qualitative and quantitative descriptive methods using models from Kemmis and Mc. Taggart consists of one cycle or a round of activities which include: -1) Planning (plan), (2) Action (action), (3) Observation (observing), (4) Reflection (reflecting), and planning revision will be carried out cycle. Data processing is done by reducing data, presenting data, and making conclusions. The study results indicate that the planning and implementation aspects of academic supervision improve performance in developing learning devices and on the implementation aspects. From the results of the study, there were the findings of teacher performance not following the action in the field, such as the brakes that still copied paste from fellow teachers, the facilities were inadequate and had sports outside the school because the school was still new and did not have sports facilities, the clock of the faded subjects in SMK only 2 hours of lessons run out on a trip from school to the sport. The conclusion in this study is that after being done through the filling of teacher performance appraisal instruments given to physical education teachers, it can be obtained from cycle I to cycle II the results of better teacher educators after being given assistance and supervision.

PENGEMBANGAN INSTRUMEN PENILAIAN KINERJA UNTUK MENGUKUR KOMPETENSI LABORATORIUM MAHASISWA DALAM KEGIATAN PRAKTIKUM FISIOLOGI TUMBUHAN

This study aims to: 1) determine the appropriateness of practicum performance appraisal instruments; and 2) find out whether there are differences in competency of laboratory skills among students. The instrument development procedure refers to the 4-D model with a research trial design using one shoot case study. Before the performance appraisal instrument was applied to 77 semester IV students Department of Biology Education, FSTT, Mandalika University of Education, a validation test was first conducted by an expert. Data collection techniques using validation, testing, and observation. The instruments used in this study were instrument validation sheets, observation sheets of action laboratory skills and tests of thinking laboratory skills. Data analysis using the one way ANOVA test continued with the LSD test. The results showed that: 1) the feasibility of performance evaluation instruments developed in the valid and reliable categories; and 2) there were significant differences in laboratory skills in the three groups at ɑ = 5% in the sufficient category. The conclusion of this research is the performance assessment instrument developed can be used to train student laboratory skills. The implications of this research are expected to contribute to improving the quality of practicum assessment instruments in learning in the laboratory.

Evaluation of Performance Appraisal Instrument Development for Nurse Based On Self Efficacy at Lavalette Hospital in Malang

Performance appraisal is problematic if it does not describe competence. Design of the research was explorative descriptive research with a research and development approach. The sample was 110 nurses obtained by cluster sampling based on inclusion criteria. Data were then analyzed using descriptive analysis. Development of instruments based on Focus Group Discussion and expert discussion. The result show evaluation of components in the nurse performance appraisal system when viewed according to its indicators, most are rated in the sufficient category. Assessment criteria and performance records get enough categories in the highest percentage of 76.4%, evaluation of the standard components of work behavior assessment is mostly not done with percentages above 20%, performance appraisal instruments do not describe the performance of nurses and do not conform to standards.

Design of The Performance Evaluation of Suppliers at UKM Weedang Uwuh Based on Multi Attribute Decision Making (MADM)

The development of small business is increasing with the presence of global competition. The current industrial ecology demands a continuous evaluation process to be able to survive and strive to improve quality products. Weeka Wedang Uwuh continuously improves its business system by paying attention to suppliers of raw materials. Supplier evaluation is carried out to guarantee sustainable quality and performance. Sustainable performance evaluation can produce good judgment if it is supported by a performance appraisal instrument. Supplier performance assessment will be useful to build a good and sustainable relationship between entrepreneurs and suppliers. The design of supplier performance evaluation is carried out using the QCDFR model approach namely, Quality, Cost, Delivery, Flexibility and Responsibility. The sub-criteria study that forms the QCDFR model is carried out using the interview method. QCDFR and Sub Criteria hereinafter referred to as KPI (Key Performance Indicator). KPI is an indicator of ongoing evaluation of the relationship between suppliers and entrepreneurs. The assessment of suppliers from entrepreneurs is carried out using the AHP approach which is able to show the weight of the entrepreneur's assessment of the ability of suppliers. The results of the Weeka Wedang Uwuh supplier performance evaluation model design results in a formulation to measure KPIs with criteria: quality of raw materials (size and condition of raw materials), ease of service (payment tolerance and information on availability and price changes, experience (average transaction value and average) average number of transactions), speed of response (changes in the amount and change in time and price of raw materials). Evaluation of the supplier's weight assessment for raw materials of ginger, sugar and sapphire resulted in the values of Mr. Sarno 0.501, Sugeng 0.709 and Mbak Wang 0.690. KPI measurement reinforces the results of the evaluation of weight assessment using AHP.

Pengembangan instrumen evaluasi kinerja pada Perpustakaan Universitas Kristen Satya Wacana Salatiga

Introduction. Performance evaluation is the process of evaluating the implementation of the tasks of organizational members, including libraries, in accordance with the performance standards using particular way including instruments. Instruments are needed to document the evaluation carried out by the organization. Therefore, libraries need to pay attention to developa performance evaluation instrument to plan their human resources. This research explains an overview of stages in developing performance evaluation instruments in an organization, particularly libraries.
 Research methods. The research used a descriptive qualitative approach by involving the existing performance evaluation dimensions. After that, the performance evaluation indicators were developed.
 Data analysis. The measurement of validity and reliability was valid when the correlation between items was >0.3 and when Cronbach alpha was > 0.6. The measurement of validity and reliability help to support the development of performance evaluation instruments.
 Results and Discussion. Of the 36 statements, only 27 items were valid and used in performance appraisal instruments. The items are arranged in a model of development of the performance evaluation instruments.
 Conclusion and recommendations. A good organization needs to pay attention to the right indicators in an assessment instrument. In its application, it is effective to use the 360 ​​degree method, where employees are evaluated by other staff to ensure the balance professional perspective.

Pengembangan Instrumen Penilaian Kinerja (Performance Assessment) Praktikum Konsep Dasar IPA Berbasis Karakter Untuk Mengukur Kemampuan Proses Sains Mahasiswa PGSD Fakultas Ilmu Pendidikan Universitas Negeri Makassar

This research is a research development that aims to produce a practical performance assessment instrument of Character-based Basic Concept of Science to measure the ability of the science process of PGSD FIP UNM Students. Specifically, the performance appraisal instruments produced were the performance instruments of the science practicum to assess the ability of the Science Process Science of PGSD FIP UNM Students. The results of the assessment of experts/experts and practitioners to assess the suitability between material, construction, and language on each item of the assessment instrument indicate that the device that has been developed has fulfilled valid and reliable criteria. The results of the simulation and the readability test show that the instrument can be read and understood clearly by the user so that it can be used to assess the performance of the Student practicum. The effectiveness test results show that; (1) data about the lecturers '(colleagues') responses to the practicum performance appraisal (readability test) is in the very good category; (2) the results of the observation sheet using practicum performance appraisal tools filled in by observers minimally carried out all, (3) practicum performance value data can be described in accordance with the assessed criteria and, (4) student responses to positive learning tools (practical guides). Thus, the Physics Practicum performance appraisal instrument has fulfilled valid and reliable criteria and can be used efficiently and efficiently by Lecturers and Students of PGSD UNM Study Program.

Assessing 21st century skills of fourth-grade student in STEM learning

This Performance assessment instruments to measure 21st century competencies, namely 4C (critical thinking, creativity, collabor). The instrument can be used as a measuring tool in determining the achievement of competencies expected in the 21st centuryation, and communication). Critical thinking, creativity, collaboration, and communication competence can be integrated in STEM learning from an early age. The purpose of this study is to develop a 4C performance assessment instrument that can be used for measuring tools in STEM-based learning in elementary schools. The method that has been used is Educational Design Research (EDR) according to Mc Kenney and Reaves through three stages namely Analysis and Exploration, Design and Construction, and Evaluation and Reflection. This study included 11 observers who observed 5 students as samples. Data collection was conducted by means of interviews, expert judgment and questionnaire entries. The results of the study are instruments of student performance assessment. This instrument is used as an assessment tool that can be used to assess student performance that includes criteria, achievement scores, and descriptions of achievement scores. This development of performance appraisal instruments can be used as a form of assessment because most of the results show Asymp. Sig <0.05 which is categorized as alignment. This 4C performance assessment instrument is expected to be used in general in conducting performance assessments that measure 21st century competencies in STEM learning.

Authentic assessment instruments for performance in mathematics learning in elementary schools

Products in the form of assessment instruments are packed in book form. Guidance on the use of authentic assessment instruments of the performance of elementary school students that contain; 1) assessment purpose; 2) the division of the syllabus; 3) lattice; 4) observation sheet; 5) rubric. This research is an R & D development model using Borg and Gall analysis that modifies researchers into three stages including: (1) introduction; (2) product development (development); (3) Presentation of product development result. Research subjects at SD Nurrusshidiq city Cirebon and SDN Karanganyar Cirebon City. Validity uses expert validation from four assessors with expert valuation techniques. Performance assessment comes from three evaluation experts, a mathematical instrument and one senior math teacher. (1) An overview of existing instruments in Cirebon Elementary School in Mathematics learning is that teachers still use the description of the tests in the classroom assessment process. (2) The stage of development of this study consists of the initial stage that contains the needs analysis, grid making, the manufacture of performance appraisal instruments, development stage consisting of expert validity test, small-scale test, and stage presentation consisting of large-scale experiments and test the practicality of the instrument. (3) Experimental results of the assessment.

Designing Performance Assessment Instruments for Entrepreneurs in Embroidery Sector in Tasikmalaya, West Java Indonesia

This research develops performance assessment instruments based on multiple sources 360-degree feedback and multi-dimensional to measure the performance of SMEs in embroidery sector in Tasikmalaya. The topic of study is relatively new; as it adopts an employee performance appraisal model developed to assess the performance of SMEs.Stakeholder involvement is needed in the process of assessing the performance of SMEs so that the results of the assessment are more objective, such as: Koperindag Service, banking, CSR, supplier, distributor, customer, employee and self-assessment of the entrepreneur. Performance measurement indicators include: financial perspective, productivity, quality, service, innovation, personnel and self-character.The advantages of appraisal performance 360-degree feedback instruments lie on the process of self-assessment, feedback and measurement of personal characteristics of entrepreneurs. The feedback process is given by all assessors as inputs to improve the performance of SMEs as well as to improve the quality of decision making and accountability of owners. Data collection method is done by interview, expert judgment, FGD with stakeholders then drafting the performance appraisal instrument based on multi sources 360-degree feedback.&#x0D; Based on the distribution of questionnaires to 50 embroidery entrepreneurs and 50 maklon produced as follows: (1) Prepared instruments of performance appraisal of entrepreneurs andmaklun by involving Koperindag, Banking, Distributors, Suppliers, Employees and Consumers.(2) The results of validity and reliability are identified as follows: 9 items for financial perspective, 6 items of productivity perspective, 4 items of quality perspective, 5 service perspective items, 4 innovation perspective items, 4 personnel perspective items and 8 personal perspectives of entrepreneurs /maklun. Thus there are 40 items to measure the performance of entrepreneur / maklun embroidery in Tasikmalaya. (3) One way Anova test results known that the productivity of sig value is 0.000 or smaller than 0.05.It is concluded that there is a difference of productivity perception among businessmen, maklun, employees, cooperatives, banks, distributors, suppliers, employees and customers. (4) The result of kristkalwallis test is known that sig value for all variables is 0.000 or less 0.05. It is concluded that there are differences of perception about financial perception, quality, service, innovation, personnel and personal characteristics of business owner based on the opinion of eight respondent characteristics of entrepreneurs, maklun, employees, cooperatives, banks, distributors, suppliers, employees and customers.&#x0D; The final result of the research targeted the outcome of the appraisal performance instrument 360-degree feedback for SMEs so that the output as a social engineering in the form of integrated assessment system in the environment of Tasikmalaya embroidery sector. The outcome is as collaboration between human resource management and SMEs that are used as information or reference for Koperindag Service in bridging SME cooperation contract with bank, CSR, investor, training, soft loan, domestic/foreign promotion/exhibition opportunity and market expansion opportunity.

The Effect of Compensation, Empowerment, Competency and Job Satisfaction toward Performance of Lecture in Wiralodra Universiti of Indramayu

The performance of UNWIR lecturers has not been fully in line with the expectations. Achievement of lecturer performance at UNWIR is quite good category. This study aims to determine the effects resulting from compensation, empowerment, competence on job satisfaction and compensation, empowerment, competence and job satisfaction on the performance of UNWIR lecturers. The method used in this study is quantitative associative that 104 respondents of UNWIR lecturers are assigned. The data was collected by using performance appraisal instrument by chairman of UNWIR and lecturer response instrument relating to the compensation, empowerment, competence and job satisfaction of UNWIR lecturer. Data processing were analyzed using path analysis by LISREL 9.30 software. The result showed that performance appraisal of lecturers of UNWIR by chairman of UNWIR is quite less / low category, response of lecturer on compensation received is sufficient, the empowerment done by UNWIR to the lecturer is enough and the competency assessment of each lecturer are respectively in the good category, the perceived job satisfaction Lecturers are in the category of satisfaction and overall there is a significant relationship between compensation, empowerment and competence on job satisfaction and there is a relationship between compensation, empowerment, competence and job satisfaction on performance..

Development of student performance assessment based on scientific approach for a basic physics practicum in simple harmonic motion materials

This research aims to develop students’ performance assessment instrument based on scientific approach is valid and reliable in assessing the performance of students on basic physics lab of Simple Harmonic Motion (SHM). This study uses the ADDIE consisting of stages: Analyze, Design, Development, Implementation, and Evaluation. The student performance assessment developed can be used to measure students’ skills in observing, asking, conducting experiments, associating and communicate experimental results that are the ‘5M’ stages in a scientific approach. Each grain of assessment in the instrument is validated by the instrument expert and the evaluation with the result of all points of assessment shall be eligible to be used with a 100% eligibility percentage. The instrument is then tested for the quality of construction, material, and language by panel (lecturer) with the result: 85% or very good instrument construction aspect, material aspect 87.5% or very good, and language aspect 83% or very good. For small group trial obtained instrument reliability level of 0.878 or is in the high category, where r-table is 0.707. For large group trial obtained instrument reliability level of 0.889 or is in the high category, where r-table is 0.320. Instruments declared valid and reliable for 5% significance level. Based on the result of this research, it can be concluded that the student performance appraisal instrument based on the developed scientific approach is declared valid and reliable to be used in assessing student skill in SHM experimental activity.

Performance management – making a difference?

Synopsis Captain Joseph Brunetti was given the assignment to provide his superior officer an analysis of what to expect when the US Army implemented its new process to evaluate the performance of noncommissioned officers (NCOs), called sergeants. Brunetti had about 104 sergeants in his unit. The US Army created a new process in 2015 to evaluate sergeants to overcome the deficiencies in the Army’s old process, now 28 years old. Under the old process, almost every sergeant was rated at the highest levels, making it nearly impossible for the US Army to know whom to promote to higher ranks. Under the old process, very little counseling took place, so NCOs were not given guidance on how to develop themselves. Raters and senior raters (SRs) were not held accountable for their work in performance management, either. Under the new process, which included a forced distribution form of ranking, SRs had to offer counselings as well as options for future assignments. Brunetti, who had only limited experience in rating sergeants anyway, had to prepare for his boss what was called an “operations report” outlining what the organization could expect with the changeover to the new process and what may need attention as the process would continue in subsequent years. Research methodology This case has been developed from actual experiences and the assignment given to Brunetti also happened as described in the case. Since many of the individuals in the case are still employed by the US Army, the names of the individuals and the company units in this case have been disguised. Even so, the events of the protagonist’s tours of duty prior to the assignment described in this case did occur, but some of the locations within the USA have been changed. The other persons quoted from public documents or otherwise referenced in the articles are the actual persons so identified. The old NCOERs in Exhibit 3 are as these were written but the personally identifiable data about the individuals have been blackened out. Relevant courses and levels This case is suitable for both undergraduate and graduate courses in human resource management and especially on the topical material on performance management and performance appraisal. The case can also be used in both undergraduate and graduate courses in general management, for modules on human resource management. The Relevant Theory section below is centered on human resource management. Theoretical bases This relevant theory which undergirds this case centers on the broad concept of performance management and on performance appraisal instruments. The case underscores the important concept that performance management has to be more than “completing the appraisal form.”