The Performance Appraisal Process

The Performance Appraisal Process:

Who are the raters?

Ø  The immediate managers or supervisors.

Ø  The employee’s peers.

Ø  Self-appraisal.

Ø  Employees’ subordinate.

Ø  A higher level manager.

Ø  Personnel department specialists, rating committees.

Ø  Clients (360-degree PA system).

Performance being measured against such factors:

Ø  Job knowledge

Ø  Quality and Quantity of output

Ø  Initiative, leadership skills and need for supervision

Ø  Dependability, cooperation(interpersonal impact, relation with co-workers, subordinates)

Ø  Judgment, versatility

Ø  Community services: involvement of staff in social activities

Appraisal Involves:

Ø  Setting work standards

Ø  Assessing the employee’s actual performance relative to these standards

Ø  Providing feedback to the employee with the aim of motivating that person to eliminate deficiencies or to continue to perform above par (equivalence, average, balance).

Steps in Appraising Performance:

(1)   Defining the Job:

Ø  Making sure that you and your subordinate agree on his or her duties and job standards.

(2)   Appraising Performance:

Ø  Means comparing your subordinate’s actual performance to the standards that have been set.

Ø  Some type of rating form

(3)   Feedback:

Ø  Discuss the subordinate’s performance and progress

Ø  Make plan for any development required