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.
(web) 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. web "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." web Discussion Guide Questions[To be provided to and discussed with employee prior to completing performance review]o What were your goals? o What evidence do you have that you accomplished your goals? o 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? o What tools / processes or resources help you do your job best? What would enhance your job productivity? o Did you complete the activities as agreed? What did you learn and apply from them? o What is the one thing you most appreciate from your supervisor? What is one thing you wish you had more or less of? web 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. 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. web Performance Review Process Employee's Name Department Supervisor's Name Review PeriodScaleE = 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 Rationale for ratingTeamworkworks cooperatively with all staff for the greater good of the team Keeps team focused and motivated Communication effectively uses written and oral communication skills to deliver messages in a clear, concise, and understandable way. Facilitates communication between employees and him / herself . (Approachable) Ensures the needs of customers are conveyed efficiently to the team members. (Meetings held) Customer Service exhibits a positive attitude while striving to understand and meet customer requirements Job Knowledge Demonstrates an understanding of relevant job knowledge and responsibilities Trains staff effectively and appropriately.
Up-to-date with training and technology developments. Dependability can be relied upon to meet commitments, demonstrates reliable work progress. Provides supervision on the workflow and processes of the operations and assists in solving problems and resolving complaints Analyses and submits monthly reports of sales generated by the team by due date. Multi- Tasking handles multiple activities, recovers quickly from disruptions or interruptions. Innovative Designs and implements successful sales campaigns that achieve sales and quality targets. Annual Performance Review Process Overall Comments Summary of the employee's performance during the review period Signature of Supervisor: Date: Signature of Evaluator's Supervisor: Date: Signature of Employee: Date: Employee's Comments Once the formal performance appraisal form is complete a meeting must be arranged between the employee and the supervisor / manager who is appraising them.
Meet in private and compare appraisal form with the employee's self-appraisal. During this meeting job functions, annual goals and standards must be discussed and explained carefully. Once the employee understands the exact requirements go through the appraisal form and identify both strengths and achievements then identify functional areas needing improvement and discuss how improvement will be accomplished. web of the factors which may be appraised in deciding whether to authorize an employee's participation in a particular activity are: o the employee's need for training o the employee's career plan o the needs and strategic goals of the organization o the affirmative action objectives of the organization o the resources of the department o the advantages of one type of training over another o the training needs of other department employees o the effect of the determination on workload and other employees. web the employee know assistance is available if he or she requires help in creating new annual goals or seeking further training or education in specific areas. Once the appraisal is agreed on the employee and supervisor must sign it and the original, signed performance appraisal is kept in the department's personnel records for three to five years following an employee's separation..