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9 steps of the performance appraisal process

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9 steps of the performance appraisal process

  1. 1. 9 Steps of the Performance Appraisal Process Useful materials: • •
  2. 2. Useful materials: • •
  3. 3. Useful free ebooks for performance appraisal: • • • • • management-system • -9-tips-to-writing-a-winning-self- appraisal Useful materials: • •
  4. 4. 1. Establishing Performance Standards In this we use as the base to compare the actual performance of the employees. In this step it requires to set the criteria to judge the performance of the employees as successful or unsuccessful and the degrees of their contribution to the organizational goals and objectives. The standards set should be clear, easily understandable and in measurable terms. If employee doesn't come up to expectance, then it should be taken extra care for it.
  5. 5. 2. Communicating the standards It is the responsibility of the management to communicate the standards to all the employees of the organization. The employees should be informed and the standards should be clearly explained. This will help them to understand their roles and to know what exactly is expected from them.
  6. 6. 3. Measuring the actual Performance The most difficult part of the performance appraisal process is measuring the actual performance of the employees that is the work done by the employees during the specified period of time. It is a nonstop process which involves monitors the performance all over the year. This stage requires the watchful selection of the suitable techniques of measurement, taking care that individual bias does not affect the outcome of the process and providing assistance rather than interfering in an employees work.
  7. 7. 4. Comparing the Actual with the Desired Performance In this the actual performance is compared with the desired or the standard performance. The comparison tells the deviations in the performance of the employees from the standards set. The result can show the actual performance being more than the desired performance or, the actual performance being less than the desired performance depicting a negative deviation in the organizational performance. It includes recalling, evaluating and analysis of data related to the employees' performance.
  8. 8. 5.Establish a File For managers to be effective and help employees develop skills and capabilities, it’s essential to begin the performance management process on the employee's first day. Create a file for each employee and record the accomplishments, areas for improvement and regular feedback throughout the year.
  9. 9. 6.Provide Regular Feedback Regular feedback should occur at least once each quarter and more frequently if an employee needs encouragement or motivation. According to the American Society for Clinical Laboratory Science, “The performance management process starts with employee planning and ends with an evaluation of employee progress. Managers and employees should meet to discuss planning and goals throughout the year. If possible, formally sitting down with your supervisor or manager on a quarterly basis is optimal. The process, at its best, is a collaborative one which should add value for both the employee and the employer.” Employees thrive on feedback because it ensures they are performing job duties and responsibilities according to the company’s expectations. The feedback can be given in a casual manner, provided the topic of the feedback is suitable for a casual meeting. Always document any feedback you provide to employees
  10. 10. 7.Discipline Issues Throughout the year, an employee may engage in behavior that warrants disciplinary action. Your company’s procedure for addressing discipline should include a requirement to document every disciplinary action taken. All disciplinary issues and improvements are taken into account during the annual performance appraisal meeting.
  11. 11. 8.Conduct the Appraisal Meeting As the time nears for scheduling the appraisal meeting, begin preparing the performance appraisal document. Many companies have lengthy forms that require managers to record relatively detailed information about the employee’s performance in all areas of the job. Performance is rated in areas such as job proficiency, interpersonal relationships, communication skills and aptitude. Some employers consider employee self- evaluations. In these cases, the employee should prepare her comments about her performance during the past year. Both the manager and the employee should feel comfortable during the appraisal meeting. Tension will just make the meeting agenda much more difficult and uncomfortable than it needs to be.
  12. 12. 9.Follow Up Action After the performance appraisal meeting, there will likely be follow up matters such as discussing areas for improvement, establishing goals for the next year and confirming the employee's salary or wage increase. In addition, the manager and employee may schedule another time to discuss unresolvable issues that arise during the performance appraisal meeting.

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