How to Start a Performance Appraisal

8/8/2019 How to Start a Performance Appraisal

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How to start a performanceHow to start a performance

appraisalappraisal Corporate Mission and Strategic Goals.Corporate Mission and Strategic Goals.

Business and Departmental Goals.Business and Departmental Goals.

Performance and development agreementPerformance and development agreement a) performance contracta) performance contract objectives andobjectives and

accountabilitiesaccountabilities

b) Key Performance Areasb) Key Performance Areas

Performance ActionPerformance Action People get into action so thatPeople get into action so thatthey achieve planned and agreed results .they achieve planned and agreed results .

Continuous monitoring and feedbackContinuous monitoring and feedback


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Formal review and feedbackFormal review and feedback

The achievement of objectivesThe achievement of objectives

Level of competency achievedLevel of competency achieved

Contribution made by the person to upholdingContribution made by the person to upholding Feeling about the workFeeling about the work nature , scopenature , scope

demands opportunitydemands opportunity

Comments from the individual about theComments from the individual about thesupport given by his or her manager .support given by his or her manager .


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Highly effectiveHighly effective

EffectiveEffective

DevelopingDeveloping ImprovableImprovable


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Achieving ConsistencyAchieving Consistency

Forced DistributionForced Distribution

RankingRanking

TrainingTraining Peer ReviewsPeer Reviews

MonitoringMonitoring

FairnessFairness

TransparencyTransparency

EquityEquity


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EquityEquity

Criteria should be job relatedCriteria should be job related

There should be check on the appraiser.There should be check on the appraiser.

System should be valid and reliableSystem should be valid and reliable Open discussion can be doneOpen discussion can be done

Opportunity to appeal .Opportunity to appeal .

There should be proper trainingThere should be proper training


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Principles of performancePrinciples of performance

appraisalappraisal It translates corporate goals into individual ,It translates corporate goals into individual ,

teams , departmental and divisional goals.teams , departmental and divisional goals.

Continuous process .Continuous process . Relies on consensus and cooperation.Relies on consensus and cooperation.

Encourages self managementEncourages self management

Feedback SystemFeedback System Not concerned only with financial reward.Not concerned only with financial reward.


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Benefits of the performanceBenefits of the performance

AppraisalAppraisal For the OrganizationFor the Organization

For the teamFor the team

For the managersFor the managers For the individualsFor the individuals


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Performance PlanningPerformance Planning

When the organizations missionand overallWhen the organizations missionand overall

objectives are cleared the performance planningobjectives are cleared the performance planning

phase can begin . Performance Planning involvesphase can begin . Performance Planning involves

completing two criticak taskscompleting two criticak tasks

1. establishing measureable objectives for the results1. establishing measureable objectives for the results

that the individuals efforts will produce ( the what ofthat the individuals efforts will produce ( the what of

the job ) .the job ) .

2. Analyzing the way individual will go about it the (2. Analyzing the way individual will go about it the (

how of the jobhow of the job


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Key Performance AreasKey Performance Areas

-- Critical PointsCritical Points

Performance ExpectationsPerformance Expectations-- -- specific expectationsspecific expectations

The first formal step in the performanceThe first formal step in the performance

management process is the performancemanagement process is the performanceplanning session . A meeting betweenplanning session . A meeting between

employee and manager to identify expectationsemployee and manager to identify expectations


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Identifying job performance activitiesIdentifying job performance activities

Determining prioritiesDetermining priorities

Developing performance expectationsDeveloping performance expectations Setting goalsSetting goals

Setting check pointsSetting check points


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Performance DimensionsPerformance Dimensions

ResponsibilityResponsibility

BehaviorBehavior

TraitTrait


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Responsibility and DutyResponsibility and Duty

Behaviour basedBehaviour based--

Critical incidentsCritical incidents

performance dimensionsperformance dimensions

-- administrative detailsadministrative details

-- supervising personnelsupervising personnel

-- planning and directngplanning and directng -- technical job knowledgetechnical job knowledge


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Traits basedTraits based

Job related behaviours tle hat are trait basedJob related behaviours tle hat are trait based

can be identified and described in a mannercan be identified and described in a manner

that leaves little opportunity for perceptionthat leaves little opportunity for perception

problems or misunderstandingproblems or misunderstanding

How to Start a Performance Appraisal

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