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Performance Appraisals

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From necessary evil to tool for development

From necessary evil to tool for development

Published in: Business
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  • 1. Performance Appraisals How to Keep it Real
  • 2.  Objectives of the Performance Cycle ◦ Communicate Expectations. ◦ Provide Feedback. ◦ Set Goals. ◦ Review Progress.What’s the Point?
  • 3.  Qualitative Factors ◦ Productivity – Volume, quantity of contribution, efficiency ◦ Compliance – Harmony & alignment with values, policies, procedures ◦ Quality of Work – Accuracy, reliability & professionalism of output ◦ Competencies – KSAs brought to & applied to the work ◦ Training Requirements – Mandated training, self- developmentDimensions of Performance
  • 4. Employee Self- Evaluation Composite Evaluation Manager EvaluationContent Flow
  • 5. Rating Basic Description Examples Exceeds Standards, Takes the Leadership role in improving 5 Function to a Higher Level function & others’ performance Exceeds Standards on a On a regular basis exceeds all 4 Consistent Basis standards; positive role model The default rating for employees 3 Consistently Meets Standards who are doing well Inconsistent/Sometimes Meets Needs improvement; potential to 2 Standards succeed Does not approach acceptable 1 Unacceptable standardsCalibration of Ratings
  • 6.  Specific – Clear, detailed; Use action words Measurable – Can be measured in output, statistics, effectiveness, behavior Achievable – Practical, realistic and aligned with company priorities Results-Oriented – Describe the end product Time-Based – Time in units or deadlinesSMART Objectives
  • 7. ApplicationTony Tiger – He’s Great, or so he thinks…

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