Performance Appaisals

The most important purpose or goal of the appraisal is to improve performance and hence productivity in the future. Performance appraisals allow employees to see where they are at and managers can get valuable information from employees to help them make employee's jobs more productive. Performance appraisals sound great in theory but the odd thing is that they often don't get done, and many managers, supervisors and employees hate them. Legal implications, concerns about fairness and accuracy, costs and time are some of the issues which perhaps incline some managers to avoid performance appraisals but the reality is companies which have adopted this system find the benefits to be more than rewarding.

As a result of appraisals, managers' control over work and results may increase, problems can be identified early, employees are motivated by being allowed to input into and own their objectives, enhances communication, objective feedback given back to employees, facilitates decision making in regard to pay scale and promotion, centralized record of performances. (http://www.work911.com/performance/particles/pmch1.htm)

Typically, the performance appraisal is due one year from the end of the probationary period or before the merit cycle. The preparation process involves 3 main steps which are to review data, hold a preliminary meeting with the employee, and finally a self-appraisal from the employee.

To begin, the employee's job description and work record should be reviewed and if possible obtain performance feedback from people with whom the employee has worked. The employee should be given advance notice of the performance appraisal so that he or she has the chance to review and prepare. After the notice has been given, hold a preliminary meeting with the employee in private, in this meeting discusses the process of performance appraisals and review his or her job description and company goals. Once you have clarified the requirements request that the employee prepare a self-appraisal for purposes of comparison once the manager has completed his or hers.

http://www-hr.ucsd.edu/~staffeducation/guide/eval.html

"During the first meeting that precedes drafting the appraisal, the supervisor and

employee should strive for mutual understanding of the performance appraisal

process. The employee should be encouraged to complete the Employee Self-

Appraisal form and submit it to the supervisor for consideration in the development of

the employee's appraisal." http://www-hr.ucsd.edu/~qwl/policies/pdf/sp23.pdf

Employee Discussion Guide Questions

[To be provided to and discussed with employee prior to completing performance review]

* What were your goals?

* What evidence do you have that you accomplished your goals?

* As you look back over the past year, what are the areas in which you could have improved? What changes would you like to make?

* What tools/processes or resources help you do your job best? What would enhance your job productivity?

* Did you complete the activities as agreed? What did you learn and apply from them?

* What is the one thing you most appreciate from your supervisor? What is one thing you wish you had more or less of?

http://www.centeronline.org/files/Content3/AssocModelSamples/geia_evaluation.pdf

Review job description (1.2) and select measurable tasks:

1. Keeps team focused and motivated. Teamwork

2. Facilitates communication between employees and him/herself. Communication

3. Ensures the needs of customers are conveyed efficiently to the team members.

(Meetings held) Communication

4. Designs and implements successful sales campaigns that achieve sales and quality targets. Innovative

5. Provides supervision on the workflow and processes of the operations and assists in solving problems and resolving complaints. Dependability

6. Trains staff effectively and appropriately. Job knowledge

7. Analyses and submits monthly reports of sales generated by the team. Dependability.

Rating scale. - These ratings describe the level of performance of the individual employee compared to a job description and standard of performance.

E = Exceptional: Performance well exceeds expectations and is consistently outstanding.

A = Above Expectations: Performance is consistently beyond expectations.

S = Solid Performance: Performance consistently fulfills expectations and at times exceeds them.

I = Improvement Needed: Performance does not consistently meet expectations.

U = Unsatisfactory: Performance is consistently below expectations. Deficiencies should be addressed as noted in the performance appraisal.

http://www-hr.ucsd.edu/~staffeducation/guide/standard.html#Examples

Annual Performance Review Process

Employee's Name Department

Supervisor's Name Review Period

Rating Scale

E = Exceptional: Performance well exceeds expectations and is consistently outstanding. A = Above Expectations: Performance is consistently beyond expectations.

S = Solid Performance: Performance consistently fulfills expectations and at times exceeds them.

I = Improvement Needed: Performance does not consistently meet expectations.

U = Unsatisfactory: Performance is consistently below expectations. Deficiencies should be addressed as noted in the performance appraisal.

Assessment of key success factors

Key Success Factor Rating Rationale for rating

Teamwork