Employee appraisals
This presentation is the property of its rightful owner.
Sponsored Links
1 / 32

Employee Appraisals PowerPoint PPT Presentation


  • 63 Views
  • Uploaded on
  • Presentation posted in: General

Employee Appraisals. Performance Appraisals. The formal structured system for measuring, evaluating, & influencing an employee’s job related attributes, behaviors, and outcomes. Why do them?. To make management decisions Training…developmental Retaining…developmental

Download Presentation

Employee Appraisals

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Employee appraisals

Employee Appraisals


Performance appraisals

Performance Appraisals

  • The formal structured system for measuring, evaluating, & influencing an employee’s job related attributes, behaviors, and outcomes


Why do them

Why do them?

  • To make management decisions

    • Training…developmental

    • Retaining…developmental

    • Promoting…administrative

    • Rewarding…administrative


What should be evaluated

What should be evaluated

  • Job specific competencies

    • Written & oral communication

    • Supervision & leadership

    • Management & administration

  • Avoid personality unless it impacts job performance


When should appraisals be conducted

When should appraisals be conducted?

  • Anniversary dates

  • End of the calendar/fiscal year

  • 1-2 x’s per year

  • Probationary employees

    • end of probation, midterm, annually


Appraisal systems

Appraisal Systems

  • 3 basic needs

  • A description of relevant behaviors that everyone agrees is critical to job performance (core & job specific)

  • A method to collect & evaluate data on the behavior of the person being evaluated

  • The ability to have a constructive discussion


Appraisal systems1

Appraisal Systems

  • A description of relevant behaviors that everyone agrees is critical to job performance

    • Competencies with general definitions

Takes Initiative – Proactively initiates changes or takes action to improve efficiency, address existing and potential problems, and satisfy customers.

Rating:

________


Appraisal systems2

Appraisal Systems

Customer Service – Activities designed to enhance the experience of visitors before, during and after purchase/interaction.

Rating:

________

Effective written communication – Written documents that are free of errors and express thoughts, purposes and ideas clearly.

Rating:

________


Appraisal systems3

Appraisal Systems

  • A method to collect & evaluate data on the behavior of the person being evaluated

    • Rating scales

    • Forced distribution

    • Critical incidents

    • MBO

    • 360 degree evaluations


Rating scales

Rating Scales

  • Form with listed criteria

    • Submits reports promptly

      Excellent Good Fair Poor

      4321

  • Examples


Rating scales1

Rating Scales

  • Problems with rating scales

    • Halo effect

      • Carry over success in 1 area to all areas

        • Organizational skills are strong, assume leadership is strong

    • Influence of a person’s job

      • Assume the higher in the organization the better they perform


Rating scales2

Rating Scales

  • Problems with rating scales

    • Different perceptions

      • Impartiality is difficult

        • CPD – compete for $ with other depts.

    • Excessive leniency or strictness


Forced distribution

Forced Distribution

  • Rank order ee within a class

  • Used to distribute money

  • Like grading on a curve


Forced distribution1

Forced Distribution

  • Weaknesses

    • Assumes not everyone can be top performers

    • May penalize workers meeting all expectations


Critical incidents

Critical Incidents

  • Determine critical incidents for the job

  • Evaluate extent to which ee fulfills the critical incidents

  • Mgr keeps a record of how ee handles C.I.’s

  • Allows manager to use + & - egs.

  • Eg….


Critical incidents1

Critical Incidents

  • Weaknesses

    • Mgr too focused on recording people’s actions

    • Seen as keeping a file on the ee


Employee appraisals

MBO

  • Look at org & indiv g & o

  • Evaluate on mutually agreed upon objectives

  • Beneficial to both agency & ee

  • Individual has control over eval


Employee appraisals

MBO

  • Weaknesses

    • Time consuming

    • EE & mgr must agree on obj.

    • There are functions that are difficult to put into a measurable objective

      • Creativity, play well with others

    • Have to be able to write quality, measurable objectives


360 evaluation

360 Evaluation

Direct supervisor, peers & subordinates

Helps ee see themselves as others see them

Gives a better perspective of performance

Biggest issue: confidentiality


Appraisal systems4

Appraisal Systems

  • The ability to have a constructive discussion

    • Tips….


Appraisal systems5

Appraisal Systems

  • Constructive discussion tips…

    • Set a meeting in advance with the employee

      • Do not put off the meeting

      • 30-60 minutes

      • Have a written eval that is discussed orally

      • Self evaluations


Appraisal systems6

Appraisal Systems

  • Constructive discussion tips…

    • 30 minute screening period for the employee

    • Why?


Appraisal systems7

Appraisal Systems

  • Constructive discussion tips…

    • Conduct the meeting systematically

      • Non-threatening, 2 way conversation

      • Explain your appraisal

      • Ask for comments, ?’s

      • Discuss plan for the future…career building

        • Focus is to max. performance in the future, not dwelling on the past


Appraisal systems8

Appraisal Systems

  • Constructive discussion tips…

    • End result – action plan for the next evaluation period

    • Have no surprises

    • Have ee sign the form

      • Give time for written comments

    • Place the form in the ee file


  • Login