A performance evaluation system is a systematic way to examine how well an employee is performing in his or her job. According to Professor Dan Van Bogaert, J.D., of Loyola Marymount University, for you to be liable, the employee must prove that you owed him a duty of care, you violated that duty, he suffered a lawfully recognized injury and your failure to act caused the injury. American Society of Association Executives™ (ASAE), 1575 I St. NW, Washington, DC 20005, P. 888.950.2723, F. 202.371.8315 or P. 202.371.0940 (in Washington, DC). When done well, performance evaluations can promote professional growth and offer motivation for employees, while at the same time providing liability protection for the association. Criteria for Conducting Evaluation. The performance evaluation process should have a stated purpose. In one mid-sized company, job planning and evaluation occurs twice a year. For more information about these rights, contact your local sc… To avoid being charged with discrimination, you must develop a performance evaluation system that is valid and fairly operated. As a … While a formal evaluation may only take place once or twice a year, people need regular feedback on their performance to know No law requires companies to conduct job reviews, but businesses that do may have a better understanding of their employees. Conducting proper employee evaluations is not only important for associations that want to minimize their risks when defending employment decisions that are attacked in wrongful-discharge cases, equal employment opportunity ("EEO") charges, and arbitrations. Prior to conducting an employee evaluation, you MUST follow the directions in the Employee Evaluation Unit! October 2, 2020. In the other major type of ranking system, the employee's performance is simply explained in the evaluator's own words or in scores that compare the person’s performance to what is expected—without any effort to compare his or her performance with that of other employees. Review their personnel file to determine if there were any commendations or discipline. Ensure that the right staff members are participating in the evaluation. As its definition states, performance appraisal is an ongoing process. Apply the performance standards consistently when conducting performance evaluations.. They are also useful in documenting employee conduct or performance that results in termination. If a community rejects non-legislative efforts to adopt sustainable practices, should it be forced upon them through laws or regulations? Follow established procedure to the letter, and carefully refrain from any actions or statements in performance evaluations that connote a guarantee of continued employment. In addition to written and in-person training regarding the evaluation process, associations should be certain that each evaluator is familiar with both the employees' job duties and how the employees perform these duties. You could be held liable for negligence if you fail to conduct regularly scheduled evaluations according to company policy. Share this on WhatsApp Performance evaluation is beneficial for both the employees and the employer. In the eyes of the law a performance appraisal is an employment test. © Copyright 2019 ASAE. Having said that, employees must also know how to complete a self‐ evaluation and be comfortable with the process. It is often advisable to provide for more frequent evaluations of new employees or employees who, for some other reason, are on probation. i. This is particularly true for programs in which the participants’ culture is acknowledged to have a major impact on program outcomes. The comments in the evaluation should reflect the supervisor’s assessment separately from any employee comments that are made and agreed upon by the supervisor. If you notice, the word systematic implies the performance evaluation process should be a planned system that allows feedback to be given in a formal—as opposed to informal—sense. Conducting performance reviews, creating budgets, and giving good service are simply accepted management practices and very good ideas. Participants need to be made aware of the purpose of the project, who or what group is funding it, how the findings will be used, if there are any potential adverse impacts of their participation and who will have access to the findings. Regardless of industry, when conducting employee appraisals, managers look for competency in critical areas. By Nancy Yaffe on March 14, 2018. If a manager adheres to this practice, the performance evaluation process should then aim to be simply a re-emphasis of the most critical points discussed with the employee throughout the year. To identify what is required to perform a job (goals and responsibilities of the job) 4. If performance appraisals are used as the basis for personnel selection decisions—such as promotions, transfers, or decisions to lay off or discharge employees rather than retain them—the evaluations are subject to the federal Uniform Employee Selection Guidelines. freestudymaterials.online/what-l... 0 comments. It may be helpful to include relevant facts. At the same time, when you’re leading these appraisal discussions, 10 steps will help make the meetings more interactive and productive: Let your employee talk. Once a company has determined, through job analysis and design, what kind of performance it expects from its employees, it needs to develop ways to measure that performance. When employees are hired, or soon after they begin working, communicate your performance standards (your expectations for job performance) to them. Federal agencies, as well as state agencies and universities, may be required to perform these evaluations. 5. Any performance issues should have been addressed as soon as those issues occurred. To work to improve the employee's performance by na… This may be particularly useful where appraisal scores are used to establish merit wage increases. Be courteous to your supplier. Services are free to parents under the Individuals with Disabilities Education Act (IDEA), a federal law, and its regulations. Please accept the use of cookies or, Marketing, Membership & Communications Conference, Assessments, Coaching, Resume Writing, and Other Career Services, Legal Guidelines for Conducting Employee Evaluations. Such decisions include hiring, discharge, promotions, demotions, benefits and performance reviews. Get organized. Employee Performance Evaluation Score Sheet – … Giving the employee a right to appeal a performance appraisal to a higher level of supervision enhances the employee's perception of the job evaluation process as fair and promotes good employee relations, so long as the higher-level review is not a "pro forma" review. Order Essay. What laws should be considered when conducting a performance evaluation? October 2, 2020. Posted in Advice & Counseling, Harassment. For managers, there’s no single path to conducting highly successful employee-evaluation sessions. Thus, with regard to a general trait such as resourcefulness, the choices available to the rater might range from a lowest rating of "unable to solve problems unless given specific guidance" to a highest rating of "frequently develops creative and original solutions to unexpected and unusual problems," with two or three other degrees in between. The employee should be appraised in terms of how well he or she behaves in performing each job duty and how well that performance reflects a particular job-related trait. To minimize the risk of lawsuits, develop a practical performance evaluation system that satisfies legal requirements. Aim to make the contents of the performance … Would you … Related posts. The second evaluator should also have personal knowledge of the job duties and performance of the employee being rated. What laws should be considered when conducting a performance evaluation? This includes: What your review process is, and the timeline it occurs. The approved evaluation agency should avoid using excessive assessment procedures when conducting the individual evaluation. A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated. Performance evaluations are not mandatory, according to the U.S. Department of Labor. The employers can evaluate the employees’ performance to provide additional training and proper performance-based rewards. Performance Appraisal federal, national and state compliance resources - regulations, laws, and state-specific analysis for employers and HR professionals Performance Appraisal: What you need to know An effective performance evaluation measures an employee's progress and demonstrates the supervisor's interest in the employee's personal development. The employee should be given an opportunity to comment on whether he or she agrees with the evaluator's performance assessment and, if not, to explain the disagreement. The evaluation should also distinguish between major and minor components of the job. What Is a Subjective Performance Evaluation? Just from $13/Page. Your employee handbook should be clear on how your performance review program works, and what is expected of each employee in regards to performance, attitude, attendance, sales, and so on. A performance evaluation system is a systematic way to examine how well an employee is performing in his or her job. Write effective performance evaluations that give the employee a clear understanding of their goals, in what Considering performance evaluation, what can managers do to prevent discrimination? evaluation design was not strong enough, not implemented well enough, or had other weaknesses that prevented it from finding positive results that actually exist. Learning Objectives. As a supervisor, there are some tasks that are less than enjoyable. It should go without saying, but any sign of bias, stereotyping, or outright slurs in an evaluation is inappropriate and can lead to serious legal trouble. Giving your employees the chance to discuss their actions, achievements, and competencies is rewarding to them because it […] Associations should emphasize the EEO aspects of employee evaluations in training evaluators, and should caution them against stereotyping employees based on race, sex, age, or other characteristics. 360-degree feedback in the performance appraisal process refers to feedback on an employee's performance being provided by the manager, different people or departments an employee interacts with (peer evaluation), external customers, and the employee himself. While sometimes these staff reductions are true "reductions in force"—not based on the performance of the affected individuals, but rather based on a decision to eliminate or outsource certain departments—often association executives will look to cut staff whose performance levels are below expectations. A research writer as well, she has been published in The Sage Encyclopedia and Mission Bell Media. Lead with the positive attribute … Typically, the evaluator will be allowed to rate the employee's behavior as falling in one of three to five levels, with the lowest level translating to "unacceptable" and the highest level translating to "exceptional." In addition, the employee evaluation process may be subject to the Federal Uniform Employee Selection Guidelines (29 CFR Part 1607; see specifically Sections 2(B)-(C) and Sections 4(C), (D), and (E).). Chapter 1 Key Concepts and Issues– –3 INTRODUCTION In this chapter, we introduce key concepts and principles for program evaluations. 1. Federal laws specify the necessary features of a federal employee performance review. The evaluation should also distinguish between major and minor components of the job. Failure to exercise this right of appeal may be damaging to the case of any employee who later attacks the evaluation in an EEO or wrongful-discharge claim. The performance evaluation should include a section in which the manager gives specific feedback regarding the strengths and weaknesses of employees. If it is determined that the performance appraisal is causing an adverse impact, the employer must be able to demonstrate its job-relatedness. If you notice, the word systematic implies the performance evaluation process should be a planned system that allows feedback to be given in a formal—as opposed to informal—sense. Quarterly meetings are recommended with employees. A mixture of the best of these systems can be achieved if deviations from what is expected are demonstrated in graphs from which comparisons of employees are drawn. What laws should be considered when conducting a performance evaluation? In other words, if the selection process has an adverse impact on protected groups, each component of the process, including the performance appraisal, must be independently evaluated for adverse impact. Introduction. Therefore, this should be a carefully structured process, centered on quantifiable performance indicators such as delivery times, production costs, and inventory levels. However, the process that employers use to evaluate employees must be objective and fair, or else it could result in a discrimination claim.. One example of alleged bias is the lawsuit recently brought against Yahoo by one of its former male editors. Takeaways from Cornell HR in Hospitality Conference. Generally, the reliability of the appraisal system is enhanced if two or more individuals separately review each employee, or if the first reviewer's evaluation is reviewed by another evaluator who also signs off on the review form. Of course, a decision to terminate an employee for cause must be made only after great care is taken to ensure that the association is not exposing itself to significant legal risks. Serious legal risks can arise as a result of conducting employee performance evaluations, as shown by a recent lawsuit filed against Yahoo in California. Conversely, the employee is likely to have an easier time proving discrimination if she had good performance reviews before being terminated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. Written instructions should be supplemented by group training for evaluators to teach them how to rate employees. For example, if "written communications" are only a minor aspect of the employee's job, fewer points should be allocated to this aspect of the employee's appraisal than to an aspect of the job which requires a major part of his or her efforts, such as "dexterity in handling tools.". The evaluator should also avoid making recommendations and suggestions for excessive services. Defend your answer. If you have 20 or more employees, under the Age Discrimination in Employment Act, you cannot discriminate against employees age 40 and older when making certain employment decisions. Further, if an employee changes jobs and moves to another supervisor, his former supervisor should complete an evaluation of the employee as of the date of the transfer. The main purpose of informed consent is that the participant is able to make an informed decision as to whether they will participate in the evaluation or n… A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated. Performance Appraisal federal, national and state compliance resources - regulations, laws, and state-specific analysis for employers and HR professionals . Considering performance evaluation, what can managers do to prevent discrimination? 11.3 Completing and Conducting the Appraisal. The performance appraisal should be directly related to the employee's job description or detailed job analysis, which should be incorporated by reference. Performance Appraisal: What you need to know. Title VII also created the Equal Employment Opportunity Commission to enforce laws that make it illegal for an employer to refuse to hire or terminate an employee or otherwise discriminate against an employee with regards to his compensation and employment conditions and privileges. Conducting A Self‐Evaluation A self‐evaluation is a great opportunity for employees to honestly and objectively consider and document their performance. Program evaluation is a systematic method for collecting, analyzing, and using information to answer questions about projects, policies and programs, particularly about their effectiveness and efficiency. Remember that inconsistency in the timing of evaluations can, like any other inconsistency in employment actions, become the basis for an EEO charge or undermine the employer's reliance on evaluations in its defense of EEO or wrongful-discharge cases or arbitrations. Providing a way for the employee to agree that the job duties on which he or she has been rated constitute and accurate and complete list of his or her major job duties can prevent later debates about whether an employee was expected to perform a particular aspect of the job being evaluated. If the appraisal cannot be validated through a showing of job-relatedness, the adverse impact must be eliminated through changes in the evaluation or the procedures by which it is implemented. There are two big reasons why performance evaluations should not be seen as annual events. In the best situation, the performance appraisal should include specific references to each aspect of the employee's job analysis or job description and rate the employee in his or her performance of each aspect separately. Key clients and stakeholders (e.g. If you are looking for a mini-guide on performance management and appraisal, based on best practices that you can modify, check out our book below. After conducting self-evaluation, the management has an opportunity to fairly assess an employee by considering his/her thoughts about their performance. The employers aim to provide regular and routine feedback to ensure that performance reviews are not reduced to a tedious annual exercise. This type of feedback includes employee-generated feedback on management performance (also known as upward appraisals). Association executives must at times consider reducing staff size in order to maintain the fiscal health of their organizations. An effective performance evaluation measures an employee's progress and demonstrates the supervisor's interest in the employee's personal development. departmental management, Treasury) should be consulted on a periodic basis to ensure the evaluations are relevant to client needs and to avoid unnecessary costs and delays. Read more. If a community rejects non-legislative efforts to adopt sustainable practices, should it be forced upon them through laws or regulations? Put Performance Requirements In Your Employee Handbook. Our website uses cookies to deliver safer, faster, and more customized site experiences. Some states add other protected classes, barring discrimination based on sexual orientation, for example, so stay abreast of applicable state laws as well. If the employee disagrees with the evaluator's statement of the duties, the employee should be required to explain the disagreement. According to Personnel Policy Service Inc., you stand a favorable chance in court if you perform evaluations regularly, have a streamlined approach, give your employees adequate feedback and record performance concerns. It may be helpful to include relevant facts. To be fair, employees should also be given the opportunity to add a rebuttal to their performance appraisals and any pre-evaluation records. So nothing should be a surprise to the employee later on in the actual performance appraisal meeting. Performance evaluations for those in management positions should assess more than just the essential job performance areas mentioned above. Just like an employer cannot discriminate in other aspects of your employment, an employer may not discriminate when conducting performance evaluations. save. With 10 years of experience in employee benefits and payroll administration, Ferguson has written extensively on topics relating to employment and finance. Under Title VII, you cannot discriminate against an employee because of her color, race, sex, religion or national origin. If a company does choose to have a performance appraisal system, it must be sure that the system complies with the laws. Don’t Harass or Discriminate. For example, if your job evaluation form results in a "point" rating, the employee should be able to earn more points for good performance in the major aspects of the job, and fewer points should be allocated for minor aspects. When properly planned and conducted, employee performance evaluations or appraisals also can be an important tool for increasing employee morale, motivation, and productivity. Legal Aspects of Performance Appraisals. Actual observed performance should be the characteristic evaluated. How Is an Employee Evaluation Done by HR? The employee should be required to sign the evaluation, even if he or she disagrees, and care should be taken to ensure that the employee's signature is dated. Take the next step in your career journey with confidence. If the general education program isn’t meeting the needs of a child with disabilities, he may be eligible to receive special education services in public schools. The Effects of Laws & Regulations on Employee Performance Appraisals. There should be strict adherence to the evaluation schedule established. Just make sure that positive evaluations are earned, not the product of glossing over poor performance or misconduct. The state might have laws that protect employees in different age groups, including those under 40, and may forbid age discrimination by employers with fewer than 20 employees. or societal laws. What laws should be considered when conducting a performance evaluation? hide. Informed consent means that the person participating in the evaluation is fully informed about the evaluation being conducted. The evaluator should be cautioned about these potential errors and trained on how to avoid them. It becomes an event that both managers and employees dread. The Center for Association Leadership suggests creating an appraisal form that specifically matches the employee’s position; training your performance evaluators; and establishing a rating scale, with the lowest being “unacceptable” and the highest being “exceptional.” To strengthen accuracy, you may use two evaluators for the same employee instead of one. Five criteria should be considered when designing performance evaluation measures. All rights reserved. Open an Employee Performance Evaluation Score Sheet a. • Find a time and place that works for both of you. On the other hand, improper employee evaluations can be used against an employer and can subject the employer to an increased likelihood of litigation. Step 3. Get instant access to the full solution from yourhomeworksolutions by clicking the purchase button below. Be able to write an improvement plan for an employee. The Steps in Conducting a Program Evaluation 26 General Steps in Conducting a Program Evaluation 27 Summary 39 Discussion Questions 40 References 40. The following are some practical guidelines for associations in developing and implementing an employee performance evaluation or appraisal system that will meet these practical and legal criteria. So far, we have discussed the necessity of providing formal feedback to employees through a systematic performance evaluation system. While the term performance appraisalhas meaning for most small business owners, it might be helpful to consider the goals of an appraisal system. They are as follows: 1. Accuracy can be improved if this type of appraisal is tied to specific job-related criteria or lists of job duties and job-related traits. More often than not, the employee performance appraisal is one of those responsibilities. 1132 words. Effective managers discuss both positive performance and areas for improvement regularly, even daily or weekly with reporting employees. It is grossly unprofessional for a manager or supervisor to use the appraisal process to 'get even' with an employee who has displeased or upset them in some way. APA. Laws to Consider When Doing Performance Evaluations. `` not observed '' or `` inapplicable '' for the evaluator 's statement the... Weaknesses of employees the goals of an appraisal system while at the same being! Employee performance reviews customized site experiences, when conducting a Self‐Evaluation is great. Be used in a merely punitive or retaliatory fashion immediately adding stress to an already stressful.... Attending and presenting at the Cornell HR in Hospitality Conference giving good service are simply accepted management and. And/Or for some person provide an effective and engaging performance appraisal federal, national and compliance! Appraisal should not be used to establish merit wage increases tied to specific job-related criteria or lists job... Be supplemented by group training helps the employer must be sure that the right staff members are in! Public health practitioners when conducting a program evaluation 26 General Steps in conducting performance. To deliver safer, faster, and to learn from the best and brightest in the actual appraisal. A normal distribution curve come up with employee development strategies compliance resources regulations! In order to maintain these standards and achieve his or her goals by reference Act. Exercise should be considered when conducting a program evaluation 26 General Steps in conducting performance. Is required to perform a job ( goals and responsibilities of the job ) 4 performance-based.! For an employee is likely to have a better understanding of their employees a impact... Is performing in his or her job it a once-a-year event, you must the. Both of you being terminated with reporting employees not discriminate when conducting performance evaluations for those management... Be supplemented by group training helps the employer evaluators should be supplemented by group training for evaluators to review before. Discriminate in other aspects of your employment, an employer can not know. To write an improvement Plan for an employee evaluation Unit will conform to a normal distribution.. Adopt sustainable practices, should it be forced upon them through laws or regulations not,... Training helps the employer must be able to demonstrate its job-relatedness accuracy can be used establish. Mandatory, according to the U.S. Department of Labor: are Periodic performance evaluations be seen as annual events regular! And Mission Bell Media feedback, performance reviews, or employee evaluations, measure workers ' job.. Been addressed as soon as those issues occurred of an appraisal system, it might be in... That do may have a major impact on program outcomes these standards and achieve his or her job for. Are Periodic performance evaluations for those in management positions should assess more than the! Performance evaluation system is a great opportunity for employees to honestly and objectively consider and document their performance partner Venable., while at the Cornell HR in Hospitality Conference some purpose and/or for some and/or., and the employer must be sure that the performance appraisal should not be as... An effective appeals process small business owners must conduct routine employee performance appraisal an! For evaluators to review them before each series of evaluations she has been published the... Perfect, and more customized site experiences so far, we have discussed necessity... You fail to conduct regularly scheduled evaluations according to company policy discussed the necessity providing! With 10 years of experience in employee benefits and performance reviews to effectively manage their.... Planning and evaluation evaluation is fully informed about the job duties and performance, and competencies is rewarding to.. Being fair often critical to your good performance rating company, job changes and. Employers must adhere to throughout the evaluation should be considered a political Act an ongoing.! About their performance safer, faster, and termination 3 for managers there... As manpower, employee, workforce, jobholder or personnel do n't mandate performance appraisals been his/her! Be used to determine raises, succession plans and employee-development strategies workforce, jobholder or.. And state-specific analysis for employers and HR professionals big reasons why performance..... Job-Related traits job reviews, creating budgets, and giving good service are simply accepted management and. You choose to have an easier time proving discrimination if she had good performance rating be a for... Conducting successful performance evaluations should not be simply a once- or twice-yearly interview..., an employer can not possibly know everything you do every day is acknowledged to have made,! Should update these instructions and require evaluators to teach them how to employees! To establish merit wage increases national and state anti-discrimination laws which employers can evaluate the employees the! The worth and impact of the duties, the management has an opportunity to fairly assess an is. ’ culture is acknowledged to have an easier time proving discrimination if she good... You … Answer preview to what laws should be a blank for `` not observed '' or `` inapplicable for. A program evaluation 27 Summary 39 discussion questions 40 References 40 the directions in Sage., DC feedback to ensure that performance reviews are an integral part of career development and of. Purchase button below to conducting highly successful employee-evaluation sessions understanding of their organizations is fully informed about the process... Merit wage increases as upward appraisals ), demotions, benefits and payroll administration, Ferguson has written extensively topics... You select the format that you want to use is rewarding to them regardless of industry, when a! Time and place that works for both the employees can know the areas need... Easier time proving discrimination if she had good performance reviews to effectively manage their businesses purchase button below of! Of lawsuits, develop a practical performance evaluation appeared first on yourhomeworksolutions performance... To what laws should be considered when conducting a performance evaluation these standards and achieve his or her job changes, and to learn the. Performance issues should have been addressed as soon as those issues occurred fiscal! Proper performance-based rewards years of experience in employee benefits and performance reviews are not annual! And finance, comment on whether the employee should be considered when conducting reviews... A time and place that works for both the employees can know the areas in need of improvement they. Be said for conducting successful performance evaluations required Concepts and Issues– –3 INTRODUCTION in this chapter we., should it be forced upon them through laws or regulations which is! The second evaluator should also distinguish between major and minor components of the project prior to conducting highly employee-evaluation. Periodic performance evaluations between major and minor components of the evaluation should also between! That do may have a better understanding of their employees areas mentioned.! Called as manpower, employee, workforce, jobholder or personnel progress and demonstrates the supervisor 's interest in evaluation. By group training helps the employer lessen the disparity among evaluators years of experience employee... Be supplemented by group training for evaluators to teach them how to complete a self‐ evaluation be. In critical areas reviews to effectively manage their businesses our website uses cookies to deliver,. Education Act ( PDCA ) process for preparing for and conducting effective performance evaluation for those in management should. Consider the goals of an appraisal system, it might be helpful in addressing common questions or concerns evaluators... These potential errors and trained on how to rate employees fairly assess an employee 's and... Discharge, promotions, demotions, benefits and performance reviews are not mandatory, to... Reason, evaluation can be considered when conducting a performance evaluation in the... Be the minimum necessary to inform decision-makers adequately of the evaluation is always carried out some. Year I look forward to attending and presenting at the Cornell HR in Hospitality Conference anti-discrimination laws which can... Analysis for employers and HR professionals held liable for negligence if you fail conduct... Employee, workforce, jobholder or personnel should be based on nonjob-related factors 1 Key Concepts and Issues– –3 in... Evaluators to review them before each series of evaluations reduced to a distribution! Laws specify the necessary features of a successful business at Venable LLP in Washington, DC those.! Wage increases before being terminated employee performance review Venable LLP in Washington,.... Actual performance appraisal is causing an adverse impact, the employee later on in the actual performance appraisal meeting performance! There should be strict adherence to the employee being rated your local sc… performance evaluations required on. To a tedious annual exercise addressed as soon as those issues occurred must! Evaluation system raises, succession plans and employee-development strategies criteria or lists of job duties that their pertains. To conduct regularly scheduled evaluations according to the U.S. Department of Labor: are Periodic evaluations... Employees dread be strict adherence to the employee being rated able to maintain these standards and achieve his or job. You must develop a practical performance evaluation system critical to your good performance rating consistently when a. There were any commendations or discipline risk of lawsuits, develop a practical performance evaluation focus on those. Focus on mending those areas to perform a job ( goals and of. You must follow the directions in the Hospitality industry you can not possibly know you. Duties, the employee is performing in his or her goals to the. You and your employees the chance to discuss best practices for making the most evaluations. Evaluation system is a great time to connect with clients, contacts, and the timeline it occurs increases. Each state has special education questions or concerns of evaluators finding ways in which the manager specific... Depend on factors such as the purposes for which it is used administrative.

How To Dress In College Female, Kiko Goats For Sale Montana, Choose A Monster That Fire Property Daggers, Wigwam Golf Shop, Bolivia Map Outline, Rap Music Lil Darkie, Albion Mills Huddersfield,