Performance Appraisal Issues

Jocelyn took a deep breath and looked at the clock. It was 5:45 p.m., and still no Melvin. Start Up Central was running its fifth session in the eight-week Hatchery program from 6:00 p.m. until 8:00 p.m., and Melvin was scheduled to facilitate the session. The front door bells jingled, and two more entrepreneurs entered for the reception before the session. They hung up their coats and headed toward the coffee and snack station, joining others gathered for the session.

The event calendar indicated they should expect representatives from 12 early-stage companies, although Jocelyn knew others might decide to show up at the last minute. Tonight was their practice pitch event, where representatives would spend three minutes describing their business opportunity to mock investors and receive feedback. The entrepreneurs had been working on their business canvases and pitch decks since the program began. In three weeks, they would pitch to an angel investment crowd in Toronto.

Jocelyn had led the Hatchery program herself when Start Up Central was just starting. She was the inaugural executive director, appointed by a group of serial entrepreneurs who founded Start Up Central. Jocelyn had built a social marketing company acquired by Forbes four years ago. The executive director role allowed her to give back to the community by connecting new entrepreneurs with resources. Building Start Up Central had become her life's work.

However, there was a reason she hired Melvin to shoulder some of the workload. Jocelyn had been at her desk since before 8 a.m., meeting advisors, providing input to the Ontario government, and securing business advisors for the next Hatchery program. Melvin came highly recommended as an entrepreneur-in-residence (EiR). He was a serial entrepreneur for 10 years, relatable to new entrepreneurs. Melvin's role allowed him to engage in his own ventures while receiving a $50,000 stipend to advise start-ups and attend events.

Jocelyn thought the stipend was enough for him to show up for the program as the lead facilitator. She pushed back her chair, grabbed her suit jacket, and prepared to lead the practice pitch event. She put a smile on her face, trying to leave her frustration with Melvin behind as she went to greet the entrepreneurs.

Discussion Questions:

1. Are there any differences between Melvin as an entrepreneur-in-residence with a stipend compared to an employee of Start Up Central? Discuss.

2. As Jocelyn, how would you handle Melvin's absence? How would you ensure that Melvin has clear performance expectations?

3. If this was Melvin's third unexplained absence compared to his first, how would you set up steps to ensure performance improvement?

4. Is absence a reason for just cause dismissal? Explain the documentation and steps you would take to dismiss Melvin for just cause.

Question

19-04-2025
Business

High School

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Performance Appraisal Issues

Jocelyn took a deep breath and looked at the clock. It was 5:45 p.m., and still no Melvin. Start Up Central was running its fifth session in the eight-week Hatchery program from 6:00 p.m. until 8:00 p.m., and Melvin was scheduled to facilitate the session. The front door bells jingled, and two more entrepreneurs entered for the reception before the session. They hung up their coats and headed toward the coffee and snack station, joining others gathered for the session.

The event calendar indicated they should expect representatives from 12 early-stage companies, although Jocelyn knew others might decide to show up at the last minute. Tonight was their practice pitch event, where representatives would spend three minutes describing their business opportunity to mock investors and receive feedback. The entrepreneurs had been working on their business canvases and pitch decks since the program began. In three weeks, they would pitch to an angel investment crowd in Toronto.

Jocelyn had led the Hatchery program herself when Start Up Central was just starting. She was the inaugural executive director, appointed by a group of serial entrepreneurs who founded Start Up Central. Jocelyn had built a social marketing company acquired by Forbes four years ago. The executive director role allowed her to give back to the community by connecting new entrepreneurs with resources. Building Start Up Central had become her life's work.

However, there was a reason she hired Melvin to shoulder some of the workload. Jocelyn had been at her desk since before 8 a.m., meeting advisors, providing input to the Ontario government, and securing business advisors for the next Hatchery program. Melvin came highly recommended as an entrepreneur-in-residence (EiR). He was a serial entrepreneur for 10 years, relatable to new entrepreneurs. Melvin's role allowed him to engage in his own ventures while receiving a $50,000 stipend to advise start-ups and attend events.

Jocelyn thought the stipend was enough for him to show up for the program as the lead facilitator. She pushed back her chair, grabbed her suit jacket, and prepared to lead the practice pitch event. She put a smile on her face, trying to leave her frustration with Melvin behind as she went to greet the entrepreneurs.

Discussion Questions:

1. Are there any differences between Melvin as an entrepreneur-in-residence with a stipend compared to an employee of Start Up Central? Discuss.

2. As Jocelyn, how would you handle Melvin's absence? How would you ensure that Melvin has clear performance expectations?

3. If this was Melvin's third unexplained absence compared to his first, how would you set up steps to ensure performance improvement?

4. Is absence a reason for just cause dismissal? Explain the documentation and steps you would take to dismiss Melvin for just cause.

Answer :

Are there any differences between Melvin as an entrepreneur in residence with a stipend as compared to an employee of Start up central? Discuss.

Yes, there is a difference between Melvin as an entrepreneur in residence with a stipend as opposed to an employee of Startup central. Entrepreneur-In-Residence (EIR) job is to create new entrepreneurial opportunities for law firms.

They offer technical advises and services to the emerging entrepreneur in their business measures and decisions to acquire clients for the law firms,

As Jocelyn, how would you handle Melvin's absence? How would you ensure that Melvin has clear performance expectation?

Like Jocelyn, the absence of Melvin is to be dealt with with with extremely carefully in the professional world, making it important to take into account Melvin's unprofessional attitude.

Since it might give the entrepreneurs a negative impact as things are colliding with Jocelyn and Melvin.

To make sure that Melvin has reasonable performance goals it is receiving a whopping $50,000 per annum in grants as a lead facilitator for the hatchery programme.

If this was Melvin's third unexplained absence as compared to his first, how would you set up a set of steps to ensure performance improvement?

If it is the third unexplained absence for Melvin compared with his first, the performance improvement plan must be established by developing the following;

Melvin has a responsibility to obey the appropriate Start-Up Central instructions.

Melvin must have the duty, responsibility and place entrusted to him in his capacity as a consultant.

Melvin must be obliged to obey the policies and rules of Start-Up Central.

Start-Up Central must make sure it clearly shows that the workplace is fair for everyone.

To hold a conversation with Melvin, that it should be addressed if there is a conscious absence or if there are any valid factors, such as health conditions or personal reasons.

Start Up Central is free to call Melvin in the event that its lack of problems can not be overcome despite the performance management guidelines.

Is absence a reason for just cause dismissal? Explain the documentation and steps you would have to take to dismiss Melvin for just cause.

Yeah, absence is a justification for only dismissal.

For Melvin, he ought, before continuing with his dismissal for fair cause, to have formally been warned of his daily absence. Melvin should have again been explicitly told of the position and obligations of Melvin and why he is paid according to the contract if anything.

Melvin needs to know that his daily absence costs the business a lot for no good cause, and Start-up Central is free to step down if he does not further change his conduct. Surely, the dismissal for absenteeism for Just Cause is justified if things don't go north hand.

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Answer :

Are there any differences between Melvin as an entrepreneur in residence with a stipend as compared to an employee of Start up central? Discuss.

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