Facilitator Evaluation Score Sheet for Negotiated Performance Appraisal

[Gregorio Billikopf]

Facilitator Evaluation Score Sheet
Negotiated Performance Appraisal

Minimum passing score is 450 points of 500 (90%).

Preliminaries: (50 points)

The negotiated performance appraisal will be judged from the recording of the joint session. The joint session will only be successful if the pre-caucuses have been properly carried out. We will, however, score the following items from the pre-caucus. Was the superior asked:

• If the perfect subordinate functioned at 100% capacity, at what capacity level does this subordinate function at? (10 points).
• Please attempt to explain how you have come to that percentage? (15 points)
• What specific changes would the subordinate have to make in order to improve his or her performance to ___% (15 points).
• Do not be afraid to dream! (10 points).

Note: These questions should be asked of the superior during the pre-caucus, when the subordinate is not present.

List I (150 points)

• Is it the superior—not the facilitator—who invites the subordinate to share List I? (5 points)
• In the process of praising the subordinate, the facilitator does not give his or her praise, but rather gives weight to the praise given by the superior? (5 points)
• The supervisor explains why each item of praise is important? (15 points)
• The supervisor shows enthusiasm through expressions and tone of voice? (15 points)
• For every area of praise, the supervisor gives one or two specific examples? (30 points)
• The celebration process of reading List I lasted at least 20 minutes—including efforts made by the facilitator to have the superior summarize and expand? (55 points)
• Was negativity avoided during List I? (15 points)
• The supervisor repeated positive items brought up by the subordinate? (10 points)

List II (30 points)

• Is it the superior—not the facilitator—who invites the subordinate to share List II? (5 points)
• Where specific examples brought up? (10 points)
• If applicable, did the subordinate mention that some of the items listed here would also be listed under List III? (15 points)

List III (110 points)

• Is it the superior—not the facilitator—who invites the subordinate to share List III? (5 points)
• The superior thanks the subordinate for reading List III without agreeing with the subordinate? (Thanks for sharing your list. Let me share mine.) (15 points)
• Was the methodology of creating a combined subordinate and superior List III followed, avoiding the process of discussing items (OK to clarify, however) in the list before completing List III? (20 points)
• Was the subordinate permitted to choose the order of items to be tackled in List III?
• Did the subordinate arrive with one or two viable solutions to each issue he or she brought up in List III? (30 points)
• Was there a dialogue regarding points in List III? (30 points)

List IV (70 points)

• Is it the superior—not the facilitator—who invites the subordinate to share List IV? (5 points)
• Does the subordinate raise at least one substantive issue related to List IV? (15 points)
• Does the superior demonstrate a lack of defensiveness when the subordinate shares List IV? (For instance, by repeating what the subordinate has said regardless of whether he or she agrees with the same?) (20 points)
• Is there a dialogue regarding points raised in List IV? (30 points)

Final points (90 points)

• Have specific goals been agreed to? (30 points)
• Have superior and subordinate created a timetable for completing goals? (30 points)
• Are these goals related to the preliminary issues brought up in the superiors pre-caucus? (15 points)
• Has a date been set for the facilitator to follow-up with the superior and subordinate? (15 points)

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Special thanks go to Juan Horacio Grant L. and Macarena Pons P. for making various contributions to this list.

Last update: 24 July 2009

To learn more about how to counduct the Negotiated Performance Appraisal, go to Chapter 12 and Chapter 13 of Party-Directed Mediation: Helping Others Resolve Differences: http://www.cnr.berkeley.edu/ucce50/ag-labor/7conflict/