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Objective performance appraisal

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Objective performance appraisal

  1. 1. Objective performance appraisal In this file, you can ref useful information about objective performance appraisal such as objective performance appraisal methods, objective performance appraisal tips, objective performance appraisal forms, objective performance appraisal phrases … If you need more assistant for objective performance appraisal, please leave your comment at the end of file. Other useful material for you: • • • I. Contents of getting objective performance appraisal ================== Supervising student employees requires more than supervision, it requires mentoring, direct communication, and guidance. A positive student employment experience not only assists in student retention, it provides meaningful opportunities for career development by integrating and applying academic foundations from the classroom. The performance appraisal tool formalizes the feedback process and documents the student employee’s performance and goals by giving students and supervisors an opportunity to communicate about areas that need to be improved while identifying areas of positive performance. Both the student and the supervisor should discuss the appraisal results and create goals that will foster improved job and skill development, and assist the student with their professional development and educational goals. The objectives of the Performance Appraisal are:  Promoting an open dialogue between employees and managers  Clarifying performance expectations, setting goals, and monitoring progress  Providing formal, written performance feedback  Identifying and preparing individuals for increased responsibility  Cultivating a transfer of knowledge between academics and work  Developing workplace professionalism and skills  Motivating employees through recognition and support 6-month Introductory (Probationary) Period & Appraisal
  2. 2. The first six months of employment are considered an introduction to the position allowing for time to train and evaluate the employee’s effective adjustment to work tasks, conduct, oral and documented procedures, attendance and job responsibilities. It is expected that managers conduct a performance appraisal prior to the completion of the six month introductory period. When an evaluation is completed and expectations have been met, a supervisor may submit a pay raise (salary change) request at the completion of the evaluation. A Student Employment Action Form (SEAF) for a pay raise must be submitted in a timely manner to avoid retroactive pay raises. If the performance appraisal is not completed prior to the end of the introductory period, the employee will be considered to be in good standing as of the introductory end date. Student employees are not subject to progressive discipline for poor job performance or policy violations during their introductory period (see Progressive Discipline Policy). Managers must contact the Director or Assistant Director of Student Employment for a consultation should problems arise. ================== III. Performance appraisal methods 1.Ranking Method The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in terms of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group. Advantages of Ranking Method i. Employees are ranked according to their performance levels. ii. It is easier to rank the best and the worst employee. Limitations of Ranking Method i. The “whole man” is compared with another “whole man” in this method. In practice, it is very difficult to compare individuals possessing various individual traits. ii. This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee. iii. When a large number of employees are working, ranking of individuals become a difficult issue.
  3. 3. iv. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements. 2. Rating Scale Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases 3. Checklist method Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of administration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings 4. Critical Incidents Method
  4. 4. The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are supported by descriptions, feedback is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; feedback may be too much and may appear to be punishment. 5. Essay Method In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promoteability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee. Advantage – It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist. Disadvantages – It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory power of raters. 6. Behaviorally Anchored Rating Scales statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.
  5. 5. III. Other topics related to Objective performance appraisal (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format • performance appraisal templates • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles