Introduction In this task you are Presented with a

Performance Measurement 
Introduction In this task you are Presented with a Management Incident that Requires you to apply sound performance appraisal concepts to the situation.
Given:
An engineer was hired two years ago at a mid-sized manufacturing plant. The engineer previously worked in the aerospace industry and is a bright, detail-oriented person and a hard worker. The engineer has suggested changes at the plant that resulted in considerable savings on manufacturing energy costs and eliminated a significant safety hazard that had been overlooked by the previous engineer. However, some co-workers resent the engineer because of clashing personalities, and they often play practical jokes on the engineer. It is time for the engineer- second annual performance review. The plant manager is considering skipping this review because the first annual review ended with the engineer angrily exclaiming that, as the only trained engineer in the company, there was no one— including the manager—who was qualified to evaluate the engineer- work. The engineer had little confidence in the company- overall approach to performance evaluation and was particularly upset that most of the rating scales focused on personal characteristics and relationships with co-workers. After learning about the 360-degree evaluation method, the plant manager wonders if a 360-degree approach might be a good way to handle the engineer- review. Using the plant- current performance evaluation form, the plant manager starts to make some tentative decisions on how to rate the engineer this year. The first item is friendliness. The manager gives a medium rating on that scale because the engineer seems standoffish with co-workers. The next item is neatness of workspace. The engineer- desk is always cluttered and sometimes piled high with papers or memos, so a low-medium rating seems justified. It is more difficult for the manager to give a rating on attitude. The engineer always seems to complete important tasks as needed, and they are usually done well; however, the engineer frequently demonstrates a poor attitude toward co-workers and does not pay close attention when the manager is talking to the group. A low-medium rating seems warranted on this item also. The manager stops at this point and decides to give some additional thought to the engineer- performance evaluation before continuing.
Task: Write an essay (suggested length of 3-5 pages) in which you do the following:
A. Explain three points of concern with the given company- current evaluation form.
1. Define the most commonly-used sets of criteria which should be evaluated in a performance evaluation.
B. Compare the relative value of the commonly-used sets of evaluation criteria identified in A1. C. Explain the advantages of including supervisors, peers, and subordinates in the evaluation process.
D. Explain the disadvantages of including supervisors, peers, and subordinates in the evaluation process.
E. Compare and contrast at least three common performance evaluation methods used to analyze performance data after it has been gathered.
F. Provide examples of at least three biases and/or errors that frequently impact the accuracy of performance evaluations.
G. Based upon your findings, describe appropriate tools and techniques that can be used to improve performance evaluations in the given situation. H. Include all in-text citations and references in APA format.