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Welcome to. The Performance Appraisal. Presented by. Kathleen A. Razi, Ph.D. Razi & Associates, Inc. Performance Management. Planning. Explain performance measurement system Define job responsibilities Set goals. Planning: 3 Tips for Using Performance Success Factors.

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Presentation Transcript
the performance appraisal

Welcome to

The Performance Appraisal

Presented by

Kathleen A. Razi, Ph.D.

Razi & Associates, Inc.

planning
Planning
  • Explain performance measurement system
  • Define job responsibilities
  • Set goals
planning 3 tips for using performance success factors
Planning: 3 Tips for Using Performance Success Factors
  • Review at the beginning of the performance cycle.
  • Explain the different levels of success where applicable.
  • Start small with department specific factors.
planning using the annual evaluation ae form
Planning: Using the Annual Evaluation (AE) Form
  • Manager confirms goals for upcoming year and record on Annual Evaluation (AE) form.
  • Manager adds department – specific success factors (if applicable).
  • Manager and employee review goals and success factors.
performance
Performance
  • Observe
  • Coach and correct
  • Reward and recognize
make communicating standards part of your environment
Make Communicating Standards Part of Your Environment
  • Involve co-workers.
  • Listen to employees.
  • Have at least one meeting to specifically discuss standards with each employee.

© 2005 TreeLine Training

the key to giving feedback
The Key to Giving Feedback

Make it frequent and positive.

  • Employees will be more receptive to your advice when they know you have confidence in them and they feel they are also involved and therefore remain engaged.
review
Review
  • Review accomplishments and challenges.
  • Evaluate performance.
  • Conduct performance appraisal.
typical problem issues
Poor quality

Not meeting deadlines

Slow

Inadequate skills

Doesn’t get along with others

Abusing privileges

Absenteeism

Passing the buck

Blaming others

Creating bottlenecks

Personal issues affecting work performance

Typical Problem Issues
specific documentation
Specific Documentation
  • Doesn’t greet customers quickly.
  • Absent six days in the last month.
  • Error rate of 10%.
  • Doesn’t complete work assignments by specified due dates.
  • Doesn’t make eye contact and talks to other employees rather than to customers.
goal setting for next year
Goal Setting for Next Year

This is a separate meeting where you will

set goals and timelines for the coming year.

This is not part of the appraisal meeting.

year long process
YEAR-LONG Process
  • Do you know how your employees are doing?
  • Do you know what they are doing?
  • Do you know what they are going through?
year long activities
YEAR-LONG Activities
  • Goal Setting
  • Informal conversations about work
  • Informal conversations about the person
  • Informal conversations about dept/organization
  • Formal conversations
the continuous performance appraisal
The Continuous Performance Appraisal
  • Step 1: Preparation
    • Involve the Employee
    • Gather Information
  • Step 2: The Appraisal Meeting
    • Put the Employee at Ease
    • Be Positive and Listen
    • Agree on Mutual Goals
  • Step 3: Follow-through
    • Regular, Positive Feedback
    • Coaching is the Key
the continuous performance appraisal17
The Continuous Performance Appraisal
  • Step 1: Preparation
    • Involve the Employee
    • Gather Information
preparation questions
Preparation Questions
  • What are some good sources of employee performance information at BW?
  • What are the benefits of thorough Performance Appraisal preparation?
  • How can you communicate the benefits to employees and other managers/supervisors?
the continuous performance appraisal19
The Continuous Performance Appraisal
  • Step 2: The Appraisal Meeting
    • Put the Employee at Ease
    • Be Positive and Listen
    • Agree on Mutual Goals
performance appraisal meeting questions
Performance Appraisal Meeting Questions
  • Is there an informal, quiet area that would provide a positive environment for the meeting? If not, could one be created? What are some other alternatives?
  • What are your listening skills during the meeting? Do you listen 70% of the time? Is there room for improvement? What are the benefits of good listening skills?
  • What is the reason goals should be set mutually?
  • Should agreements be recorded?
the continuous performance appraisal21
The Continuous Performance Appraisal
  • Step 3: Follow-through
    • Regular, Positive Feedback
    • Coaching is the Key
follow through questions
Follow Through Questions
  • Do you tend to be negative and critical, or do you praise when possible? Remember to monitor your feedback.
  • What opportunities do you have for observing your employees on the job? How do you take advantage these opportunities?
  • How do you use a your coaching approach when you address an employee’s performance?

Remember, praise when possible, coach when necessary.

course review
Course Review
  • What are the key learnings you are leaving with?
  • What do you need more help with?
  • What questions do you have?
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