Read Case 5: A COMPETENT BOW Employee

In “CASE 5: A COMPETENT BUT SLOW EMPLOYEE” Christie Baird, First Deputy County Clerk, concerns of a new employee’s performance are discussed (Brett, Aguirre, & Kickham K, 2011). Heather, a new employee, is hired to work in the Clerks Office because she appeared qualified, welcoming, and not going to leave in a short time as the pervious employee did. This employee’s appealing background, and pleasant personality, also persuaded the hiring committee to be less strict on their reference checks. The pervious employee was described as the model employee, which left Rebecca with high standards to meet.

After six months of working at the Clerk’s Office, Heather’s job performance is described as minimal, and she expresses difficulties in several

Although, her job skills are minimal, they are promising. She is able to complete the work, just not at an ideal level. With more training and assistance she may be able to meet the standards. I would perform several tasks to help improve her job performance, and then evaluate her performance after a period of time to see if it has improved. The tasks that I would perform include: evaluating the entire function of all areas of the office, in order to determine the exact areas of concern. I would not only evaluate the areas affected by Heather’s job performance. Have a conference with Heather, regarding her experience in the office, what she feels are her strengths and weaknesses, and if she feels she needs more assistance. I would have this conference with her to pinpoint her learning difficulties. I would then meet with all the staff and discuss the current office environments function, not focusing only on Heather’s effect on it, but all aspects of it. After completing these tasks I would develop training refined to meet Heather’s learning difficulties; and follow strict guidelines when hiring new staff or employees, requiring strict reference