HOW TO CREATE A GRADING POLICY

A team grading activity may assist teams to identify, clarify, and create goals. Use a traditional academic grading system to develop a GPA (grade point average) using both business (performance tasks ) and emotions (feelings). Create an anonymous report card which has been developed using the criteria, missions, visions , and rules already determined by your business practice. Make certain everyone has the exact same kind of writing tool, forms, and room to work to protect anonymity. After collecting the forms and grouping the data, destroy the grade cards to protect all employees .

Business and Emotions in the workplace are like oil and water. They reside in the same container, but do not mix well. Both are necessary when people are employed to make money. You cannot toss one out and leave the other hanging, and finding the balance between the two is quite a challenge. Since ignoring one for the other is unreasonable, it is helpful to separate the two in determining office Terrorism. Remember, these are Guidelines, not laws.

Making Anonymous Opinion Grade Report Cards

Part 1 : Business Only

1. List the name of every employee

2. Based solely ONLY on PERFORMANCE CONTRIBUTION, everyone give everyone a letter grade (i.e. A+, A, A-, B+, B, B-, C+ C, C-, D+, D, D-, F)

3. Add all the grades and divide by the number of employees

   1. to establish your PERFORMANCE G.P.A.

   2. (A=4, B=3, C=2, D=1, F=0)

4. If your organization is between an A+ and a C-, then the first order of business is to relax and recognize that WHATEVER IS GOING ON, YOUR BUSINESS IS MAKING It on an PERFORMANCE LEVEL at least adequately. There may be room for improvement, but you can begin by acknowledging the success it has at the moment. Even C businesses survive. D businesses need help. F businesses usually fail without extreme changes.

5. Decide on the PERFORMANCE G.P.A. that is reasonable for your organization, your bottom line. Remember that A's are great, but B's are quite good, and C's are average and while often not preferred may be acceptable.

6. Determine what, if anything, you need or want to do to develop PERFORMANCE improvement management to elevate or maintain the current G.P.A.

7. REPEAT IN 3 “6 MONTHS

Part 2 : Emotions

1. List the name of every employee

2. Based solely ONLY on EMOTIONAL CONTRIBUTION, everyone give everyone a letter grade (i.e. A+, A, A-, B+, B, B-, C+ C, C-, D+, D, D-, F)

3. Add all the grades and divide by the number of employees to establish your EMOTIONAL G.P.A. (A=4, B=3, C=2, D=1, F=0)

4. If your organization is between an A+ and a C-, then the first order of business is to relax and recognize that WHATEVER IS GOING ON, YOUR BUSINESS IS MAKING It on an EMOTIONAL LEVEL at least adequately. There may be room for improvement, but you can begin by acknowledging the success it has at the moment. Even C businesses survive. D businesses need help. F businesses usually fail without extreme changes.

5. Decide on the EMOTIONAL G.P.A. that is reasonable for your organization, your bottom line. Remember that A's are great, but B's are quite good, and C's are average and while often not preferred may be acceptable.

6. Determine what, if anything, you need or want to do to develop EMOTIONAL improvement management to elevate or maintain the current G.P.A.

7. REPEAT IN 3 “6 MONTHS

Report Card Learning Bytes

• IF YOU HAVE people who are in the C- to F category in either performance or emotions you should ask why they are on your team? How are they serving this company? Are they a risk? Can their GPA be changed?

• If low grades are reflected on just on one or two vote cards, is it reasonable to think these negative reflections came from a personal enemy or a witness ?

• If there is a large discrepancy between the performance grade and the emotions grade there exists a problem or issue that requires management attention.

• If someone is an A+ in one area and a D in another there exists a problem or issue that requires management attention.

• If someone is consistent in both areas you have information about where training investment dollars and leadership energy should go.

• If someone is an A+ person do they need/deserve more/less training than the C+ person?

• Would training maintain the grades, lower, or elevate them?

• If the grades do not change after a 3 “6 month period, what is your next plan?

Use the following traditional academic scoring standards to create an anonymous grading projec t

A+	4.2
A	4.0
A-	3.7
B+	3.2
B	3.0
B-	2.7
C+	2.2
C	2.0
C-	1.7
D+	1.2
D	1.0
D-	.7
F+	.2
F	.0