Performance Reviews at Rescue Missions

A critical test of the rescue mission manager’s leadership is his ability to make an accurate appraisal of each staff member’s contribution to the rescue mission department. This appraisal provides the basis for recognition and job improvement.

A staff member performance review is the mission’s 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 member’s 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 member’s 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:

  1. It may clear up any misunderstandings about what is expected of the staff member on the job.

  2. It sets the record straight and provides an opportunity for the staff member to improve attitudes and job skills.

  3. It will, at its best, build a good relationship

  4. It gives the staff member a clear understanding of how well he or she is doing and of how management regards his or her work.

  5. It provides a setting for the staff member to ask questions and give views about his or her job based on mutual confidence between management and the staff member.

It is to the advantage of both the rescue mission operation and the manager because:

  1. The staff member performance review is the criterion for measuring performance and the weaknesses and strengths of an individual staff member.

  2. It helps the supervisor to set standards for each individual.

  3. It gives an opportunity to evaluate the effects of training and the manager’s leadership ability.

  4. It provides for increased individual achievement.

  5. It is a morale builder because it shows that the mission is interested in each individual staff member’s development.

  6. It can reduce staff member turnover because valuable staff members are given recognition and weak staff members are shown areas where improvements can be made.

  7. In general, it tests the manager’s leadership. It reveals the types of relationships that exist between management and staff members, whether they have had adequate training, degree of motivation, etc.