Index
The index that appeared in the print version of this title was intentionally removed from the eBook. Please use the search function on your eReading device for terms of interest. For your reference, the terms that appear in the print index are listed below
AAFES (Army Air Force Exchange Service)
Accenture
acceptable (as standard of performance)
accomplishments, recognizing
achievable standards
action plan
for affirmative action
in Carilion Health System case study
administrative assistant, basis for appraisal for
affirmative action
agreed-upon standards
Allhiser, Norman
Alvarex, Barry, on effective coaches
American Management Association
Anderson, D. L.
Anderson, M. C.
“answer-dispensing” managers
Appley, Lawrence A., on management
application developer, basis for appraisal for
appraisal interview
aspects of
definition of
employee preparation for
evaluation of
guidelines for conducting
manager’s preparation for
objectives of
preparation time for
self-appraisal in
techniques for success in
Appraisal of Job form
Appraisal of Supervisory Performance form
appraisal process
categories and scales for
coaching managers through
gathering information for
self-appraisal in
traps to avoid in
appraisal(s)
basis for, see basis for appraisal
communicating results of
and communication of expectations
definition of
evaluating training course on, see training course evaluation
inflated ratings in
as performance information
potential flaws in
as promotion information
as salary administration information
argument, avoiding
Army Air Force Exchange Service (AAFES)
authority
average (use of term)
“Basics of Management for New Supervisors” conference
for administrative assistant
for application developer
for corporate university manager
for data processing manager
for department head
for division manager
for employment supervisor
for head nurse
for machine shop supervisor
for manager, manufacturing engineering
for marketing analyst
for office supervisor
for payroll supervisor
for production foreman
for regional sales manager
for sales manager, customer service parts
for sales representative
significant job segments in
standards of performance as
for systems analyst
behavior change, improvement plan requirements for
blind-spot effect
Bowden, Bobby, on effective coaches
Broyles, J. Frank, on effective coaches
career planning and development
at Accenture
combinations of factors in
at Crocker National Bank of California
Electronic Individual Career Development Plan for
formal approaches to
Carilion Health System case study
action plan in
coaching in
performance management process in
performance plan in
revision of performance management in
categories of appraisal
Chaddock, Paul
changes in standards
Chen, Chris
climate, working
coach(es)
as facilitator
ideal
managers as
personal development of
qualities for effectiveness of
coaching
activities/techniques not part of
in Carilion Health System case study
as contagious
definition of
establishing culture for, see coaching cultures
evaluating training course on, see training course evaluation
to expectations
GROW model for
of managers through appraisal process
to motivation
to performance
principles for
reasons for
transition to
see also on-the-job coaching
Coaching, Counseling, and Mentoring (Florence M. Stone)
coaching cultures
creation of
for evoking the coach within
and impact of coaching approach
integrating coaching for leaders in
Coaching for Performance (John Whitmore)
Coaching That Counts (D. L. and M. C. Anderson)
Coaching Training (Chris Chen)
commitment
communication
in appraisal interview
of expectations
and handling emotional conversations
of performance review program
compatibility, halo effect and
confrontation, avoiding
continuous feedback
contrary employees
Cornell University
corporate university manager, basis for appraisal for
correction, approaches to
counseling, coaching vs.
Creative Training Techniques (Bob Pike)
critical incident method
Crocker National Bank of California
Crucial Confrontations (Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler)
data collection
data processing manager, basis for appraisal for
day-to-day coaching
Dayton-Hudson Corporation
department head, basis of appraisal for
Dietzel, Paul, on effective coaches
division manager, basis for appraisal for
dramatic-incident effect
Electronic Individual Career Development Plan (EICDP)
Electronic Performance Goal Worksheet (EPGW)
emotional conversations, handling
Employee Job Performance Evaluation form
Employee Performance Planning and Evaluation form
Employee Performance Rating form
Employee Performance Review (Nonexempt Salaried Employees Only) form
employees
appraisal information on others from
assessing potential of
authority of
contrary
encouraging talking by
getting maximum performance from
interview preparation by
motivation of
performance improvement plan responsibilities of
self-appraisals by
standard-setting involvement of
employment supervisor, basis for appraisal for
encouragement
Engineering Personnel Annual Appraisal form
EPGW (Electronic Performance Goal Worksheet)
equal employment opportunity
Erickson, John, on effective coaches
evaluation
of appraisal interview
of coaching development initiatives
of training course
expectations
clarification of
coaching to
communication of
facilitator, coach as
feedback
Flanagan, J. C.
on appraisal method
critical incident method of
form(s)
Appraisal of Job
Appraisal of Supervisory Performance
design of
Employee Job Performance Evaluation
Employee Performance Planning and Evaluation
Employee Performance Rating
Employee Performance Review (Nonexempt Salaried Employees Only)
Engineering Personnel Annual Appraisal
Performance Appraisal
Performance Appraisal, Administration/Midmanagement/Professionals
Performance Appraisal, Salaried Nonexempt Employees
Performance Evaluation
Planning/Rating
Sales Performance Evaluation
frequency of reviews
future-focus
goals
challenging
Electronic Performance Goal Worksheet for
performance
principles for meeting
setting
grade inflation
Grenny, Joseph
Grote, Dick, on expectations and performance ratings
GROW model
guilt-by-association effect
halo effect
Harvard University
Hayes, James L., on standards of performance
Hay System
head nurse, basis for appraisal for
high-potential effect
Hirsch, Elroy, on effective coaches
Holder, Mike, on effective coaches
horns effect
ideal coach
IDP (“Individual Development Plan”)
importance of job
incompetence, promotion and
“Individual Development Plan” (IDP)
insight
interview, see appraisal interview
job
importance of
matching person to
standards of performance based on
training for
see also significant job segments
Jones, Peggy
Kane, Robert
Kemper National Insurance Companies management training at
training course evaluation case study of
Kirkpatrick’s Four Levels of Evaluation
Knight, Bob, on effective coaches
Krzyzewski, Mike, on effective coaches
Landry, Tom, on effective coaches
leadership for coaching see also coaching cultures
The Leukemia and Lymphoma Society
listening
machine shop supervisor, basis for appraisal for
Mahler, Walter
management
as art and science
integrating coaching approach into
performance see also performance management system
philosophies of
promotion into
training for
Management by Objectives (George Odiorne)
Management Institute, University of Wisconsin—Extension
management library
managers
as coaches
coaching practices of
interview preparation by
perfectionistic
performance improvement plan responsibilities of
standard-setting involvement of
training of
and types of climates
manufacturing engineering manager, basis for appraisal for
marketing analyst, basis for appraisal for
maximum performance condition(s)
building/maintaining rapport as
clarifying of expectations as
encouragement as
evaluation/communication of appraisal as
helping person improve as
making job important as
rewarding performance as
selecting right person as
training as
McCallie, Joanne P., on effective coaches
McGlocklin, Jon, on effective coaches
McGuire, Al, on effective coaches
McMillan, Ron
measurable standards
meritocracy
Meyer, Ray, on effective coaches
mistakes
approaches to handling
made by supervisors
monetary rewards
motivation
coaching to
coach’s emphasis on
Murphy, Jim
no-complaints bias
nonmonetary rewards
objectives
of appraisal interview
of performance review program
standards of performance vs.
oddball effect
Odiorne, George
Office of Federal Contract Compliance Programs (OFCCP)
office supervisor, basis for appraisal for
off-the-job activities
one-asset persons
on-the-job coaching
counseling vs.
day-to-day
definition of
by managers
on performance improvement plan
qualities of coaches for
organizational fit of review program
Osborne, Tom, on effective coaches
Parseghian, Ara
on effective coaches
positive reinforcement by
past record effect
Paterno, Joseph, on effective coaches
Patterson, Kerry
payroll supervisor, basis for appraisal for
perfectionistic managers
performance
appraisal information on see also appraisal(s)
coaching to
correcting situations to improve
focus on personality vs.
possible actions for improving
rewarding
standards of, see standards of performance
Performance Appraisal forms
for Administration/Midmanagement/Professionals
for Salaried Nonexempt Employees
Performance Appraisal Question and Answer Book (Dick Grote)
Performance Appraisal Skills Inventory
Performance Evaluation form
performance improvement plan
for achieving maximum potential
behavior change requirements in
in Carilion Health System case study
coaching on
criteria for
Dayton-Hudson approach to
definition of
development of
finalization of
list of possibilities in
manager’s responsibility for
off-the-job activities in
secondary
see also maximum performance condition(s)
performance management
as continuous process
definition of
performance management system
at Army Air Force Exchange Service
in Carilion Health System case study
criteria for success of
at Pollak Learning Alliance
performance records, appraisal information from
performance review
communicating results of
continuous cycle of
definition of
forms for, see form(s)
for salary administration
see also appraisal(s)
performance review program
affirmative action considerations in
appropriate controls for
communication of
equal employment opportunities considerations in
forms and procedures for
frequency of reviews in
at Kemper Insurance
objectives of
organizational fit of
outline of
selling of
terms related to
training reviewers for
performance reviews
frequency of
for improved performance
at Pollak Learning Alliance
personal development plan
at Pollak Learning Alliance
as principle in coaching
personality, focus on performance vs.
personality-trait effect
Peter Principle
Phelps, Richard “Digger,” on effective coaches
Pike, Bob, on guided coaching process
Planning/Rating form
Planty, Earl
Pollak Learning Alliance
positive reinforcement
posttest
potential
assessing
and career advancement
practical improvement plans
praise
preparation for interview
by employee
inappropriate
by manager
time required for
pretest
Princeton University
production foreman, basis for appraisal for
promotions
appraisal information in
based on past performance
factors determining
opportunities for
as rewards
rapport
in appraisal interview
building/maintaining
definition of
for honest communication
recency effect
regional sales manager, basis for appraisal for
resentment, avoiding
resources, providing
rewards
for behavior change
for performance
salary administration, appraisal information in
sales managers
for customer service parts
regional
Sales Performance Evaluation form
sales representative, basis for appraisal for
Sampson, Kevin, on effective coaches
“sandwich” technique
scales, appraisal
secondary performance improvement plan
Self, Bill, on effective coaches
self-appraisal
in appraisal interview
definition of
value of
self-comparison effect
selling of performance review program
significant job segments
for administrative assistant
for application developer
for corporate university manager
for data processing manager
definition of
for department head
determining
for employment supervisor
for head nurse
for improvement, selecting
for machine shop supervisor
for manufacturing engineering manager
for marketing analyst
for office supervisor
for payroll supervisor
for production foreman
for regional sales manager
for sales manager, customer service parts
for sales representative
seeking agreement on
for systems analyst
Simpson, William
situational obstacles
Six Sigma
skill development (at Accenture)
Smith, Dean E., on effective coaches
Smith, Orlando “Tubby,” on effective coaches
Snyder, Bill, on effective coaches
specific performance improvement plans
specific standards
standards of performance
characteristics of
for corporate university manager
definition of
for department head
for division manager
for employment supervisor
number of
objectives vs.
for office supervisor
for production foreman
for regional sales manager
setting
Starr, Bart, on effective coaches
Stone, Florence M., on manager as coach
strategic intent for coaching
strengths, emphasis on
supervisors
Appraisal of Supervisory Performance form for
employment
machine shop
office
on-the-job training by
payroll
training of
typical mistakes of
support for behavior change
Switzler, Al
systems analyst, basis for appraisal for
They Call Me Coach (John Wooden)
tiered approach to training
time-oriented performance improvement plans
time-oriented standards
training
choosing providers of
for maximum performance
in performance management
of performance reviewers
tiered approach to
training course evaluation (Kemper National Insurance Companies)
and content/objectives of program
design of
findings of
procedure for
understandable standards
visioning
voluntary review programs
weak team, membership in
well done (as standard of performance)
Whitmore, John
Williams, Roy, on effective coaches
Winter Olympics of 1980 (Lake Placid)
Wooden, John
on effective coaches
on giving criticism
written standards