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What?
Performance appraisal, also known as employee appraisal, is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost and time). Performance appraisal is a part of career development.
1 - PLANNING
This includes: 1-setting performance expectations and goals for individuals in order to channel efforts toward achieving organizational objectives. Involving employees in the planning process is essential to their understanding of the goals of the organization, what needs to be done, why it needs to be done, and expectations for accomplishing goals. 2- establishing the elements and standards in their EPAP (EMPLOYEE PERFORMANCE APPRAISAL PLANS )
STANDARDS
The performance standards are expressions of the performance threshold(s), requirement(s), or expectation(s) that must be met for each element at a particular level of performance. They must be focused on results and include credible measures such as: QUALITY, QUANTITY
TIMELINESS
COST-EFFECTIVENESS
2 - MONITORING
Designing effective feedback into a performance management program will improve individual and team performance and will make your organization more effective. With effective feedback processes, employees can see their progress and that motivates them to reach their performance goals successfully.
Feedback should be given in a manner that will best help improve performance.
Document the performance
Delegation of assignments
3 DEVELOPING EMPLOYEES
informal employee development, which can take a wide variety of forms: -Feedback -Job rotations and special assignments -Coaching and counseling -Mentoring -Using the manager as an informal teacher -Self-development
4 - RATING
Within the context of formal performance appraisal requirements, rating means evaluating employee performance against the elements and standards in an employee's performance appraisal plan and assigning a rating of record.
How?
The most popular methods that are being used as performance appraisal process are:
Management by objectives 360 degree appraisal Behavioral Observation Scale Behaviorally Anchored Rating Scale Trait based system which should be avoided for the following reasons:
they make it difficult for a manager to provide feedback that can cause positive change in employee performance.
For example, a person who lacks integrity stops lying to a manager because he has been caught, but he still have low integrity and lies again when the threat of being caught is gone.
they are vague because a manager can make biased decisions without having to back them up with specific behavioral information.
Management by objectives
is a process of agreeing upon objectives within an organization. Objectives for MBO must be SMART (Specific, Measurable, Achievable, Relevant, and TimeSpecific). Limitations:
It puts too much importance for goals rather than the actual plan. It puts too little concern for the environment in which the goals are set.
Specific
Specific - A specific goal has a much greater chance of being accomplished than a general goal. To set a specific goal you must answer the six "W" questions: *Who: Who is involved? *What: What do I want to accomplish? *Where: Identify a location. *When: Establish a time frame. *Which: Identify requirements and constraints. *Why: Specific reasons, purpose or benefits of accomplishing the goal. EXAMPLE: A general goal would be, "Get in shape." But a specific goal would say, "Join a health club and workout 3 days a week."
Measurable
Measurable - Establish concrete criteria for measuring progress toward the attainment of each goal you set. When you measure your progress, you stay on track, reach your target dates. To determine if your goal is measurable, ask questions such as......How much? How many? How will I know when it is accomplished?
Attainable
Attainable - When you identify goals that are most important to you, you begin to figure out ways you can make them come true. You develop the attitudes, abilities, skills, and financial capacity to reach them. You begin seeing previously overlooked opportunities to bring yourself closer to the achievement of your goals. You can attain most any goal you set when you plan your steps wisely and establish a time frame that allows you to carry out those steps
Realistic
Realistic - goal must represent an objective you are willing and able to work. A goal can be both high and realistic; you decide just how high your goal should be.. A high goal is frequently easier to reach than a low one because a low goal exerts low motivational force Your goal is realistic if you truly believe that it can be accomplished. determine if you have accomplished anything similar in the past or ask yourself what conditions would have to exist to accomplish this goal.
Tangible
Tangible - A goal is tangible when you can experience it with one of the senses, that is, taste, touch, smell, sight or hearing. When your goal is tangible, or when you tie an tangible goal to a intangible goal, you have a better chance of making it specific and measurable and thus attainable.
Evaluate
Evaluate - Your goals are not set in stone and will change from time to time. Constant evaluation of your goals is essential to reaching your goals. Change factors must be taken into consideration during your evaluation. Factors such as change in volunteer status, change in family or job responsibilities, or change in available resources may affect your stated goals.
Re-do
Re-do - After a careful evaluation then you should re-do the goals that need changing and continue the SMARTER goal setting process. The process of developing, initiating and following through on the SMARTER goals setting model is cyclical and should be continually worked on.