Performance appraisal is the ongoing process of evaluating employee performance to communicate expectations and behaviors that should be changed or repeated. It involves setting objectives, providing feedback, preparing documentation, writing reviews, and delivering reviews. Objectives should be specific, measurable, achievable, relevant, and time-bound. Ongoing feedback should be positive, constructive, direct, specific, and balanced. Documentation must be accurate, job-related, observed behavior rather than opinions. Performance appraisals are used for evaluation, development, pay increases, and terminations when designed and implemented effectively.

1. PERFORMANCE APPRAISAL SYSTEM
Sazkia Zantana L. Diamante
Mine Management

2. WHAT IS PERFORMANCE APPRAISAL?
 is the ongoing process of evaluating
employee performance.
 began as simple methods of income
justification
 was used to decide whether or not the
salary or wage of an individual
employee was justified

3. WHY APPRAISE PERFORMANCE ?
To communicate to employees:
1.The behavior that you would like them to
change.
2. The behavior that you would like them to
repeat.

5. PERFORMANCE APPRAISAL STEPS
1. Setting Objectives/ Communicating
Expectations
2. Feedback & Documentation
3. Preparing for the Review
4. Writing the Review
5. Delivering the Review

6. OBJECTIVES MUST BE
“SMARTS”
Specific
-Clear in meaning, without room for misunderstanding
Measurable
-Defined by quantity, quality, timeliness, or cost
Achievable
-Challenging but within the employee’s capability
Relevant
-Applicable to the employee & the position
Time-Bound
-States when the objective should start and/or finish
Supportive
-In alignment with the strategies of the company

7. ON-GOING FEEDBACK
 How to give positive feedback:
 Be sincere & appreciative
 Be specific
 Explain the impact
 How to give constructive feedback:
 Be direct
 Be specific. State what you observed
 Be non-punishing
 Balance both formal and informal feedback

8. DOCUMENTING PERFORMANCE
 Document everything
 Cite specific examples
 Use facts (including dates, times,
witnesses, etc.)…not feelings or
perceptions.
 Do not place documentation in an
employee’s file without first having a
discussion about the matter with the
employee.

9. PREPARING FOR THE REVIEW
 Review the employee’s job description as
well as expectation and objectives
established at the beginning or during the
review period.
 Gather your documentation.
 Collect data/reports on relevant
performance measures.
 Solicit feedback from the employee.

10. ANYTHING IN WRITING MUST BE:
 Accurate
 Write descriptive examples using dates,
times, etc.
 Job-related
 Each comment should directly apply to the
job.
 Observed
 Hearsay evidence is rarely appropriate
 Behavioral
 Describe specific behaviors, not feelings or
opinions.
 Balanced

11. PURPOSE OF PERFORMANCE APPRAISAL
SYSTEMS
 Companies use performance appraisals for
evaluation and developmental purposes
 Performance appraisals offer evidence for
pay increases or for terminations.
 Well-designed performance appraisals can
start dialogue between supervisors, direct
reports and coworkers that may result in
positive outcomes for the individuals and the
business.

12. FACTORS AFFECTING THE EFFECTIVENESS OF
PERFORMANCE APPRAISAL SYSTEMS
 Performance appraisal is an important
process for any organization, large or small.
 The effectiveness will depend on a number of
factors,

13. including how well documented and
communicated the process is, training for
managers and supervisors, the evaluation
and analysis of results and ongoing
improvement efforts.

14. The greatest affect on performance
appraisal effectiveness is how the
business uses the results. Employees both
individually and across the organization
should use the appraisal system as a tool
to improve performance.

15. HOW A PERFORMANCE APPRAISAL COULD
BE EFFECTIVE
 annual evaluation can be a meeting to which
employees look forward rather than having
your employees dread their performance
appraisal meetings.
 The basis of a good performance
management system is in the planning
process

16. CONCLUSION
A well-designed performance appraisal
system supports an integrated human
resource strategy which enables the
attainment of organizational and business
goals

17. THANK YOU