From Time Span 101 Online:
Question:
Is it appropriate for a Manager-Once-Removed to conduct performance appraisals, or should the direct Manager do this review?
Response:
To clarify for everyone else, the Manager-Once-Removed is the direct Manager’s manager. The Manager-Once-Removed is two strata away from the team member.
Let’s first describe the relationship between the team member and the direct Manager. The nature of this relationship is Accountability. Accountability for performance.
The relationship between the team member and the Manager-Once-Removed is not one of Accountability, but one of mentoring, centered around career goals (longer Time Span goals).
Given these two relationships, if the conversation is about Performance (shorter Time Span goals), it should be conducted by the direct Manager.
Both relationships are absolutely appropriate, yet different. -TF
How does the Manager Once Removed avoid creating confusion with the team member as to whom they are truly reporting to and accountable to? My experiece is team members start resisting accountability to the Direct Manager once the Manager Once Removed becomes involved.
What is an example of career goal mentoring?
Tom… This is a trick question. The real answer is that it is not appropriate for either manager to give the once-removed employee a performance evaluation because the ritual is tired and ineffective performed by anyone. It’s like asking who should spank the child, the parent or grandparent? How about neither? They should substitute coaching, more specifically Catalytic Coaching. Cheers, Gary
I feel this is the responsibility of the direct manager mainly because of the direct contact they have with your associates in a day in day out basis. The manager once removed may observe a review being done but all focus should be with the associate and the direct manager