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Opm performance appraisal

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In this file, you can ref useful information about opm performance appraisal such as opm performance appraisal methods, opm performance appraisal tips, opm performance appraisal forms, opm performance appraisal phrases … If you need more assistant for opm performance appraisal, please leave your comment at the end of file.

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Opm performance appraisal

  1. 1. Opm performance appraisal In this file, you can ref useful information about opm performance appraisal such as opm performance appraisal methods, opm performance appraisal tips, opm performance appraisal forms, opm performance appraisal phrases … If you need more assistant for opm performance appraisal, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal I. Contents of getting opm performance appraisal ================== Results-oriented performance appraisal plans are central to linking individual accountability to organizational outcomes to build a high performance organization. OPM Consultants can provide internal reviews to help agencies ensure that their performance management plans are compliant with Human Capital Accountability Assessment Framework (HCAAF) and Performance Appraisal Assessment Tool (PAAT ) requirements. These plan reviews encompass SES, SL/ST, and GS or equivalent performance appraisal plans. The performance plan appraisal review process includes three “pass” reviews of individual performance plans with specific feedback on criteria specified in the PAAT, general briefings to managers and human resources officials, and one-on-one consultation with appraisal plan holders if needed. First-Pass Performance Plan Review OPM Consultants evaluate performance plans against criteria specified in the PAAT and indicate a rating of met/not met for each requirement. For items rated ‘not met,’ OPM Consultants provide specific commentary describing why requirements were not met so that the agency’s SES, SL/ST, or GS or equivalent and HR personnel can revise the plans appropriately. General Briefings Following the first-pass review, OPM Consultants can provide general briefings to the agency’s HR and SES, SL/ST, or GS or equivalent personnel to discuss the general themes found during the review. Briefings focus on overall findings of the group’s collective results, include a review of trends/themes for ‘met’/‘not met’ requirements and contain a discussion surrounding ‘not met’ requirements.
  2. 2. Second-Pass and Third-Pass Performance Plan Review The agency makes corrections to Performance Plans based on the feedback from the first-pass review/briefing and re-submit to OPM for a second-pass review. The agency corrects second- pass plans rated ‘not-met’ on any requirement and re-submits corrected plans for a final, third- pass review. OPM Consultants utilize the same methodology for the second and third pass reviews as described in the First-Pass Performance Plan Review. OPM Consultants compare revised plans to the originals and provide specific commentary describing why requirements were not met based on changes from previous feedback. Exemplary Performance Plan Review After reviewing the Performance Plans OPM Consultants provide the top 10-15 exemplary plans. These exemplary plans will be chosen from the Performance Plans that pass review. One-on-One Consultation OPM Consultants provide one-on-one consultation with rating officials, executives, and supervisors regarding individual performance plans, with particular focus on writing results- focused measurable standards. Consultants go step-by-step through individual plans discussing HCAAF and PAAT requirements and make recommendations based on compliance criteria. ================== 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
  3. 3. 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. 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. 4. 4. Critical Incidents Method 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 Opm 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

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