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1. What kind of goals would you create? Using the complete goal setting framework described in Mone & London 1, Chapter 4:
a. Develop two (2) performance goals and one (1) development goal (you have to be creative here, since you have no performance data).
2. Determine:
a. How frequently you would have informal and formal feedback sessions?
b. Describe the focus of these feedback sessions; discuss what you would focus on and why.
3. If you wanted to provide some informal recognition during one of these informal or formal feedback sessions for outstanding performance, say over the past quarter:
a. What behavior or performance would you want to recognize?
b. What form of recognition would you use, and why would you use it?
4. At the end of the performance year, you will have to evaluate the Senior Trainer’s effectiveness and performance. Following the format of the example in Mone & London 1 on pp. 20-21:
a. Create four (4) effectiveness areas with a minimum of four (4) behaviors for each area. Don’t just copy or use those that are on pp 20-21; you need to determine your own effectiveness areas and behaviors. Be creative. Please explain clearly why you chose each effectiveness area.
5. At the end of the performance year, you are told by your manager that you have a discretionary bonus pool, and that you are free to award a bonus to the Senior Trainer.
a. In your mind, what would the Senior Trainer have to have accomplished to be eligible to receive a discretionary bonus? Please explain your point of view.
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