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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

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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

4 3 2 1

  • 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
slide23
MBO
  • Look at org & indiv g & o
  • Evaluate on mutually agreed upon objectives
  • Beneficial to both agency & ee
  • Individual has control over eval
slide26
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
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