Performance Evaluation

PERFORMANCE EVALUATIONOmar Harb

Raj Chintapalli

Human Resource Management 422-1

WPWP-Fall 2010

PRESENTATION OUTLINE

Introduction and Background (Omar)

Approach -- Performance Evaluation Survey (Omar)

Performance Evaluation Survey Results (Raj)

Performance Evaluation Survey Conclusions (Raj)

Discussion (Omar & Raj)

INTRODUCTION AND BACKGROUND

Objective of performance evaluation

In general performance evaluation is the mechanism of

assessing if an employee is working effectively.

However, good performance evaluations can achieve much more

than a simple metric for how well an employee is working:

Development – evaluate need for more training

Motivation – develop a sense of responsibility

Human resources and employment planning

Communication – help promote discussions

Legal compliance – promotions, discharge, etc.

HRM research – validate selection tools.

INTRODUCTION AND BACKGROUND

Types of Performance Evaluations:

Top-down:

Most common and most effective.

Conducted by direct supervisor (preferable).

Matrix evaluation is a variation (multiple managers).

Peer-to-peer:

Employees at the same level rate each other.

May affect group dynamics.

360-degree:

Multiple individuals involved in evaluation.

Includes employee evaluation of supervisors.

Self-assessment:

Employees rate themselves.

Effective when combined with other form of evaluation.

PERFORMANCE EVALUATION SURVEY

Rational behind conducting the survey:

Our personal experience discussion ended up with

two different views on the purpose and utility

However, what do others think about performance

evaluations?

To gain impressions from people about their personal

experiences with performance evaluations we

developed a simple 10-question survey.

PERFORMANCE EVALUATION SURVEY

1. Do you currently manage others and participate in their evaluations?

2. Have you ever participated in a performance evaluation?

3. What is your impression of performance evaluations?

4. Did you ever benefit from a performance evaluation?

5. Do you think your final evaluation was truly based on your

performance or on some other factor?

6. Do you think evaluations are simply a formality that needs to be

accomplished by your company or really part of a strategy?

7. When you were evaluated, did you get a chance to evaluate your

supervisor/evaluator?

8. After the evaluation did you feel:

9. If you had the chance to change your company’s evaluation would you

consider adding the following question(s):

10.Do you feel that you should be rewarded for just going through the

evaluation process?

10 questions

PERFORMANCE EVALUATION SURVEY –

DATA COLLECTION

Data was collected from multiple sources:

Colleagues – email solicitations.

Facebook (personal pages and from groups pages)

Raj and Omar’s FB pages

The link was shared by 10 people.

Posted the survey link on other group pages:

Society for Human Resource Management (SHRM) [16,255 likes]

Wharton Executive Education [1,482 likes]

Linked-in (personal pages)

Data was collected over a period of 2 weeks.

SURVEY RESULTS

SURVEY QUESTION 1

36.5%

15.6%

47.9%

1. Do you currently manage others and

participate in their evaluations?

Yes, I manage and participate in evaluating othersYes, I manage others but do not evaluate themNo, I do not manage others

Option Percent Count

1 36.5% 35

2 15.6% 15

3 47.9% 46

Answered 96

Skipped 1

Equal mix of managers (52.1%) and those in non-managerial

positions (47.9%)

SURVEY QUESTION 2

Option Percent Count

1 7.4% 7

2 82.1% 78

3 10.5% 10

Answered 95

Skipped 2

82.1% of those surveyed have participated in PEs, while 10.5%

never participated in one

SURVEY QUESTION 3

Option Percent Count

1 31.1% 28

2 40.0% 36

3 23.3% 21

4 5.6% 5

Answered 0.0% 90

Skipped 0.0% 7

40% of those surveyed did not care about PEs, 23.3% found them

useless and 5.6% hated them ~ 68% negative

SURVEY QUESTION 4

Option Percent Count

1 68.0% 66

2 32.0% 31

Answered 97

Skipped 0

68 % of the people benefitted from PE process

SURVEY QUESTION 5

Option Percent Count

1 73.4% 69

2 62.8% 59

3 8.5% 8

4 12.8% 12

5 20.2% 19

Answered 0.0% 94

Skipped 0.0% 3

40% thought it was based on factors other than performance and

relationships

SURVEY QUESTION 6

Option Percent Count

1 61.7% 58

2 38.3% 36

Answered 94

Skipped 3

61.7% of the surveyed indicated that they thought that PEs were

simply a formality

SURVEY QUESTION 7

Option Percent Count

1 22.1% 21

2 8.4% 8

3 17.9% 17

4 51.6% 49

Answered 0.0% 95

Skipped 0.0% 2

69.5% did not get to evaluate their supervisors, 8.4% of those

indicated that they lied about their supervisors

SURVEY QUESTION 8

Option Percent Count

1 25.0% 20

2 57.5% 46

3 17.5% 14

4 0.0% 15

Answered 0.0% 80

Skipped 0.0% 17

Only 25% thought the PE was “great”, 75% had a negative

opinion

SURVEY QUESTION 8 CONTD…

Not “great” but a useful exercise to do

periodically

It provides opportunity to get your message

across

For all the time it took, I wish it was more useful

More about “politics” than work product

OK, let’s get back to the actual work

SURVEY QUESTION 9

Option Percent Count

1 23.1% 18

2 43.6% 34

3 41.0% 32

Answered 78

Skipped 19

41% did not trust the process to provide consistent results

SURVEY QUESTION 9 CONTD..

Comments from 32 people

Approximately 50% wanted peer review

25% of the people wanted to review the manager

Few want to see their managers review form

Thoughts,

Ask, has previous years evaluation impacted any

changes in your working conditions?

Have a specific group evaluated as a whole together

so you can compare yourself with the group

More informal reviews more than once in an year

Ask, what skills or knowledge would you like to

develop to improve performance

SURVEY QUESTION 10

Option Percent Count

1 24.2% 23

2 75.8% 72

Answered 95

Skipped 2

75.8% do not feel like they should be rewarded for participating

in a PE, but some thought that a simple “Thank You” would

have been better

RESULT SUMMARY

Questions Majority Second

1

Do you currently manage others and participate in their

evaluations?

Non-

Managers(48%) Managers(37%)

2 Have you ever participated in a performance evaluation? Participated (82%) Never (10%)

3 What is your impression of performance evaluations? Negative(69%) Positive(31%)

4 Did you ever benefit from a performance evaluation? Yes(68%) No(32%)

5

Do you think your final evaluation was truly based on your

performance or on some other factor? (select all that apply) Positive (68%) Negative (32%)

6

Do you think evaluations are simply a formality or really part of

a strategy? Formality (62%) Strategy(38%)

7

When you were evaluated, did you get a chance to evaluate

your supervisor/evaluator?

I wish, I could

(53%) Yes I did (22%)

8 After the evaluation did you feel: Thank God (57%) Great (25%)

9

If you had the chance to change your company’s evaluation

would you consider adding the following question(s):

Review Colleagues

Evaluation (47%) Others (53%)

10

Do you feel that you should be rewarded for just going through

the evaluation process? No (75%) Yes( 25%)

SUMMARY

Participants have a negative opinion about the performance evaluation process Some managers even seem to have a similar opinion

Participants did benefit from the PE process

Most participants do think that PE was based on the work and relationships*

Majority thought PE is a formality

For a Majority the PE process was not inclusive

Most thought that the PE process does not yield consistent results

MAJOR TAKEAWAYS

Human Resources should

Invest more effort to improve

the PE process

Make the PE process inclusive

and enjoyable

Build PE processes to yield

consistent results

QUESTIONS AND DISCUSSION