Performance Appraisal and Review at the Zoological Society of San Diego
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This case study was compiled from published sources, and is intended to be used as a basis for class discussion. It is not intended to illustrate either effective or ineffective handling of a management situation. Nor is it a primary information source.
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"In the past our performance management systems were so time consuming and complicated that you had to fight people to get it done. We almost had to make completing the performance management process a goal in itself, which is a waste of a goal. The technology we now use makes the process simple, easily understood, and not time consuming... Employees like the system because it allows us to rate them fairly on a consistent basis. Also, because it's much faster it gives managers time to sit down with employees and gives them a process for talking through goals and accomplishments."1
- Douglas Myers, Executive Director, The Zoological Society of San Diego.
"The old review process was spotty at best… There were managers within the organization who had not received reviews in ten years. There was simply no way to monitor whether the reviews were getting done and more importantly, there was no understanding by employees or managers of the need for them." 2
- Tim Mulligan, Director of Human Resources, The Zoological Society of San Diego.
1] "Why Employee Performance Management Technology Matters to CEOs," www.dresserassociates.com, 2007.
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