FREE Videos for Employee Training and Development We'll do our best to keep the content fresh to make a re-visit worthwhile.
! The free videos may not be streamed into a classroom, copied, or downloaded without written permission from the owners of employeeuniversity.com. To purchase a DVD-R of any of these programs, please contact our sales team @ 800-774-4870. Links to this page are welcome.
The question posed to the group in the video is this: For simplicity, shouldn’t employee performance ratings be limited to: Does Not Meet, Meets, and Exceeds?
VIEWING NOTE: There were image and sound problems with the camera that focused on Darin, so until the editors fix him up, we begin each video after Darin posed the question to the group.
Participating in this video
Top Row, Right to Left: Joe Beachboard (Shareholder, Ogletree Deakins Employment Law Firm), and D. Mark Hilliard (Vice President Law & Deputy General Counsel, Scientific Atlanta, A Cisco Company).
Bottom Row, Right to Left: John Alan Doran (Shareholder, Greenberg Traurig LLP), Eileen Drake, (Attorney In-House Counsel), and Dr. Dennis Davis PhD (President, The Help Center).
Moderator: Darin Hanks, from Employee University (off camera)
About the free videos...
In 2006, our own Darin Hanks moderated a roundtable discussion at the third annual Labor and Employment Law Advanced Practices Symposium (LEAP). Participating in the discussion were several attorneys and experts in employment and labor practice.
We will be editing the footage for sale in a DVD to be released at a later date, but in the meantime, we are offering cuts of this discussion FREE OF CHARGE by way of the web.
Most of the video clips are related to employee performance management; with a few on diversity and respect in the workplace.
The most common categories used when measuring employee performance are: Job Knowledge, Customer Service, Productivity, and Quality of Work. Are there any categories that you do not like to see on a performance evaluation?
Audience Submitted Question: Let’s say an employee has been written up; they have been given 60 days to improve a particular area of performance or attendance. Their formal evaluation is due before the 60 days is over; should the formal review be delayed until the employee has satisfactorily completed the corrective review?
Audience Submitted Question: "I am a Christian. I am not disrespectful. I do not make jokes or say mean things about anyone. The Bible teaches me to love and to be respectful and I have no problem with the whole respect thing. But more and more I feel as if I am being asked to celebrate or embrace alternate lifestyles. Do you realize that this is a spiritual matter for me and not a performance thing?"