Performance appraisal is an important activity and to be planned to improve the performance of employees. They should be counselled, motivated, coached and mentored to reach best performance standards.

1. PERFORMANCE
APPRAISAL
- Dr. V. THANIKACHALAM

2. PERFORMANCE EVALUATION
•Confidential Reports
•Service Book
•Measurable
•Production-related Factors
•Unmeasurable
•Non-production Oriented

3. FORMAL EVALUATION PROCESS
•Instrument
•Self-evaluation
•Evaluation by Head of the Department
•Reports
•Counselling

4. REWARDING HUMAN
RESOURCES
•Pay Increase
•Incentives
•Job Enrichment
•Recognition

5. OBJECTIVE, UNCONTAMINATED
DATA
•Formal, Standardized System

6. INDIPENDENT EVALUATOR

7. RATINGS ON TRAITS SHOULD
BE AVOIDED

8. THE CONTENT OF THE
APPRAISAL FORM SHOULD BE
BASED ON THE JOB
ANALYSIS

9. FACULTY / STAFF SHOULD BE
PROVIDED WITH AN
OPPORTUNITY TO REVIEW
THEIR APPRAISALS

10. FORMAT OF EVALUATION
1. Establish performance standards for
each position and the criteria for
evaluation
2. Establish performance evaluation
policies
3. Discuss the evaluation with employees
4. Make the decision
5. Counsell the faculty / staff with a copy of
the report

11. ESTABLISH CRITERIA OF
EVALUATION
•Reliability
•Relevance
•Sensitivity
•Practicality

12. SET POLICIES
•Who evaluates
•When
•How often

13. PROBLEMS OF PERFORMANCE
EVALUATION SYSTEM
a. System design and operating difficulties
b. Problems with the rater
1. Problems with standards of evaluation
2. Halo effect
3. Leniency or harshness rating error
4. Central tendency error
5. Lecency of events’ rating error
6. Contract effect
7. Personal biases

14. EMPLOYEES’ PROBLEMS WITH
PERFORMANCE EVALUATION
1. Employees don’t understand the
system or its purpose
2. Employees are not work-oriented
3. Evaluation may be below the
employee’s expectation

15. FEEDBACK EVALUATION
INFORMATION
•Can be effective, if
-the evaluation information is
meaningful
-clear, and
-helpful

16. FEEDBACK EVALUATION CAN BE
QUITE STRESSFUL, IF
•The evaluation is considered unfair,
-in accurate, and
-poorly designed

17. ULTIMATE
•Properly performed, performance
evaluation can contribute to the
organizational objectives and
employees’ development and
satisfaction.

18. Thank you
• Your questions, please