Performance Reviews at Rescue Missions
A critical test of the rescue mission managers leadership is his ability to make an accurate appraisal of each staff members contribution to the rescue mission department. This appraisal provides the basis for recognition and job improvement.
A staff member performance review is the missions best method of assuming part of the responsibility for helping a staff member to do a better job. The performance review helps a staff member reach his or her best level of work, and it aids the mission in making profitable use of a staff members time. Every mission has some basis for determining who gets a promotion, who is to be given a raise, who is to be let go, and who is to be given additional training. The measuring instrument for this is the staff member performance review.
The rescue mission manager must review each staff members performance. This is not a task that can be delegated. The value of a staff member and his or her place in the organization is a judgment that must be made by you, the rescue mission manager. Performance reviews should be conducted about twice a year. If they are conducted too often, they are not are not as valuable; and similarly, if they are conducted too infrequently, you are likely to forget many facts that should influence your evaluation.
Most staff members are conscientious, sincere, and want to do a good job. If staff members have the ability and receive adequate training, they will do fairly well. However, each staff member needs to know exactly how he or she is getting along and should receive guidance and counseling aimed at work improvement. Therefore, the purpose of performance reviews is to analyze strong and weak points in order to assist the staff member in improving. The staff member performance review is to the mutual advantage of the mission and the staff member. It is to the advantage of the staff member because:
It is to the advantage of both the rescue mission operation and the manager because: