Are you a supervisor who dreads writing performance reviews? Or, are you an employee who has received a poorly crafted performance review? There are reasons for that, and understanding what they are can make the process easier and more effective.
It helps to have a better understanding of various evaluation forms, approaches, and rating systems. The better the fit between the review format and the position being reviewed, the more successful the experience is likely to be.
Debra Dralle retired from 16 years as Assistant Dean for Human Resources for the College of Letters and Science at UCLA. Before coming to UCLA, she worked in various positions in Human Resources in the private sector for Nissan Motor Corporate and Salick Healthcare. With both those companies, she helped design new performance management tools, trained managers on how to use them, and incorporated them into succession planning and career management programs.At UCLA, she developed two performance review systems which led to significantly higher participation rates.
Post-retirement, Debra was asked to join the UCPath team where has been working on the design and deployment of UCPath to the campus, scheduled for later this year.
Debra has an MBA with a concentration in Human Resources from the Anderson School.
