Your city workforce has been experiencing a rash of ethical lapses. It seems as if nearly everyone from the janitorial staff to the department managers to the deputy directors has had an ethics miscue over the past year. As the director of human resources, you feel strongly that it is time to put an ethics component in the annual evaluation of hourly workers and managerial/pro-fessional employees. You realize, of course, that your boss must agree, and you begin to think about how you will make the case to evaluate the ethical behavior of employees. Why not collect information from cities like yours to identify what others are doing? After a few weeks of telephone calls and e-mails, you discover that very little is being done, but you do ﬁnd one municipality that has an ethics component in the annual evaluation of the city manager, the city clerk, and the city attorney. The evaluation instrument asks the evaluator to rate the city manager/clerk/attorney as “Excellent,” “Fully Satisfactory,” “Satisfactory,” or “Unsatisfactory” in response to the state-ment: “Conducts self in accordance with the ethical standards of the ofﬁce of Charter Ofﬁcer.”Disappointed by what you learn, you decide to form a committee to draft language that could be placed on the form to evaluate professional/manage-ment personnel. You decide to do the same thing with the hourly employees’ evaluation language, but at a later date. The committee takes their assignment to heart and produces the following set of evaluative statements:
A. Demonstrates an ethical approach in the discharge of duties.
B. Displays ethical behavior—promotes an environment that is open, fair, tolerant, trustful and respectful. Values public interest over self-interest and is accountable.
C. Clearly understands and communicates ethical practices, policies, and goals relevant to the community.
D. Shows respect for the views of others, takes pride in work products, places public interest over own self-interest.
E. Demonstrates integrity in all aspects of work.
F. Adheres to the city’s ethics code.G. Demonstrates a clear ability to identify, evaluate, and resolve issues related to ethics.
H. Demonstrates sound ethical judgment and encourages ethical behav-ior in others.
I. Complies with rules and laws deﬁned by city Personnel Manual and professional standards and conducts self with integrity while avoid-ing undue inﬂuence.J. Displays proper attitude toward organizational transparency and has sufﬁcient knowledge of city’s ethical standards.
K. Demonstrates ethical judgment as deﬁned by the city code of ethics or applicable professional standards.
1- Which of these 11 statements do you like the best? Like the least? Why?
2-Rank three of the eleven evaluative statements as your first, second, and third choices, with the first being the most important.
3- Would the list differ in any significant manner for hourly employees?
4- In forming the committee to draft language that will appear on the performance evaluation, what should be the key criteria for membership?
5- Do you anticipate resistance for the workforce about including an ethics component in the annual evaluation? why or why not?
6- Do you believe that the ethical performance of an employee can be evaluated fairly and accurately? why or why not?
7- What do you say to persuade your boss that the city should place your preferred statement on the annual performance evaluation form for managerial professional staff?
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