GATHERING PERFORMANCE

INFORMATION
PERFORMANCE MANAGEMENT
 MAJOR COMPONENTS OF APPRAISAL FORMS
• Basic Employee Information
Job title, division, department, employee number, starting date with the company
• Accountabilities, Objectives, and Standards
If the appraisal is based on results then include above things. Assess mutually agreed
upon goals.
• Competencies and Indicators
This approach is used when organization use behavior approach to assess employees
• Major Achievements and Contributions
This could include result, behavior, or both
• Developmental Achievements
Includes developmental goals set for the review period has been achieved
New trainings or workshops attended
• Developmental Needs ,Plans &Goals
• Future oriented
• Stakeholder Input
May include customers feedback regarding an employee
• Employee Comments
• Employee participation in the evaluation system
• Signatures
• Employee being rated, rater and rater’s supervisor
 DETERMINE OVERALL RATING

• Judgmental
• Mechanical
 JUDGMENTAL

• Considering every aspect of performance and then arriving at a defensive

summary.
• This is a holistic procedure and relies in the ability of the rater to arrive at
fair and accurate overall score.
 MECHANICAL

• First considering the scores assigned to each section of the appraisal form
and then adding up to obtain an overall score.
 TYPES OF RATING ERRORS

• Intentional errors
• – Rating inflation
• – Rating deflation
• • Unintentional errors
• – Due to complexity of task
 RATING BEHAVIOR ARE INFLUENCED BY

• Motivation to provide accurate ratings.

• Motivation to distort ratings.
 MOTIVATIONS FOR RATING INFLATION

• Maximize merit raise/rewards

• Encourage employees
• Avoid creating written record
• Avoid confrontation with employees
• Promote undesired employees out of unit
• Make manager look good to his/her supervisor
 MOTIVATIONS FOR RATING DEFLATION

• Shock employees
• Teach a lesson
• Send a message to employee
• Build a written record of poor performance
 RATER TRAINING PROGRAMS SHOULD COVER

• Information how the system works

• Motivation-What’s in it for me?
• Identifying, observing, recording and evaluating performance
• How to interact with employees when they receive performance information
 INFORMATION - HOW THE SYSTEM WORKS

• Reasons for implementing the performance management system

• Information on the appraisal form and system mechanics
 IDENTIFYING, OBSERVING, RECORDING, AND
EVALUATING PERFORMANCE
• How to identify and rank job activities
• How to observe, record, measure performance
• How to minimize rating errors
 HOW TO INTERACT WITH EMPLOYEES WHEN THEY
RECEIVE PERFORMANCE INFORMATION

• How to conduct an appraisal interview

• How to train, counsel, and coach